Post on 22-Dec-2015
EPMS OVERVIEW
– Prepare Planning Stages– Provide Ongoing Communication– Performing Evaluation Stage– Address substandard performance.– Use EAP appropriately
Preparing for the Planning Stage
Must have current job description
Identify important functions of Job
Duties listed on planning stage should be approximately 80% of employee’s time.
Preparing for the Planning Stage
Section I-- Job Duties: list of most important functions for successful
performance of employee’s job.
-- Success Criteria: performance expectation, clear and concise directions for the employee.
Based on the job description, be observable, measurable and attainable.
Planning Stage
Section II-- Performance Characteristics: skills, abilities and
traits that an employee should exhibit in his/her job.
-- Definitions: performance characteristics are defined as they relate to the employee’s job.
General performance characteristics may be taken from the list posted on the HR web page or created by the supervisor.
Planning Stage
Section III
Performance Objectives-- All management and supervisory employees are required to
have at least one objective.
-- Objectives are optional for non-supervisory employee, but highly recommended.
Planning Stage
Signatures-- Planning stage should be signed by Supervisor and Reviewer
-- Meet with the employee to discuss planning stage
-- Request employee’s signature
Note: Discussion should have been held with the employee prior to meeting to sign planning stage. No edits should be required by time request for signature is made.
Ongoing Communication
After the planning stage, employee works under assigned planning stage for one year.-- Continuous feedback should be given-- Oral and Written-- Mid-year review recommended-- Take actions to correct problem performance.
Evaluation Stage
Section IV
Performance Summary & Improvement Plan-- Identity the employee’s strengths and weaknesses
-- Recommendations for improvement should be outlined
Performance AppraisalHR Policy 1.36
Requires– Employees whose performance is below
standard must be given adequate notice– the opportunity to improve prior to
performance rating and/or dismissal – Written notice of substandard performance
must be given and shall include…
Warning Notice of Substandard Performance
Must be in writing Addressed to the
employee Labeled as a Warning
Notice of Substandard Performance
Date of the warning Deficiencies listed
Ways of improving deficiency
Time period for improving
Possible consequences Signed by employee Copy to the employee Placed in employee’s
official personnel file
WNSP Key Points
Planning Stage of EPMS must be on file. Supervisor must schedule and participate in
Follow-up Meeting(s). Must be procedurally correct. Human Resources should be notified prior to
action.
Employee Assistance Program (EAP)
Self referral Suggested referral Job performance/mandatory referral Confidential
LifeServices EAP is a free, confidential counseling service provided by the University to help employeesand their family members with all types of issues.
Phone: 1-800-822-4847 Website: www.lifeserviceseap.com