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Performance Management: EPMS for Supervisors

Performance Management: EPMS for Supervisors. Clemson University Office of Human Resources Presented by: Joy Patton joyj@clemson.edu. Objectives for Today. Review current policy and timeframes

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Performance Management: EPMS for Supervisors

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  1. Performance Management:EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton joyj@clemson.edu

  2. Objectives for Today • Review current policy and timeframes • Describe the process of performance management and the benefits of effective performance management • Review performance management forms and resources • Discuss levels of performance/ratings • Discuss tools to address substandard performance

  3. EPMS policy EPMS is an annual review process that ensures that employees know what is expected of them by having supervisors set and communicate expectations. Key Points: • Universal review date • Applies to employees in FTE positions • Probationary review – 1 year • Trial status review – 6 months • Used in personnel actions • Permanent part of personnel file • If job responsibilities change significantly, form should be revised • Final appraisal must bear the signature of the rater, the reviewer and the staff member

  4. Performance Review vs. Performance Management ReviewManagement One time event Ongoing Retrospective Prospective Short Term Long Term Correction oriented Progress steps Completing form Planning/goal setting Shrm.org 2008

  5. Performance Review Process

  6. Step 1: Plan • Review position description • Set and communicate performance expectations • Supervisor and employee identify and develop SMART goals • Complete planning stage document

  7. Step 2: Develop • Determine coaching and/or development needs • Align coaching and training with the planning stage as outlined in Step 1

  8. Step 3: Monitor • Mid year review • Compare results to plan • Look for roadblocks and clear road • Redefine goals as necessary • No surprises!

  9. Step 4: Evaluate • Review actual results • Self-evaluation • Provide feedback and ratings via EPMS form • Establish plans for further development

  10. EPMS form and resources • http://www.clemson.edu/employment/worklife/epms.html

  11. Group Activity – “Tom and the DOT”

  12. Levels of performance • Exceptional – Work that is consistently above the success criteria for the job throughout the rating period. • Successful – Work that meets the success criteria for the job. • Improvement Needed – Work that barely or marginally meets success criteria. • Unsuccessful – Work that fails to meets success criteria.

  13. Substandard Performance An unsuccessful level of performance means that an employee is not meeting the expectations of the supervisor.  If an employee is performing at this level, a plan should be developed using the substandard performance process prior to the employee receiving a "below" rating in a job duty that significantly impacts performance. http://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=119

  14. Questions/Discussion Joy Patton 864.656.9403 joyj@clemson.edu http://www.clemson.edu/employment/worklife/epms.html

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