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 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

EPMS policyEPMS 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

Performance Review vs. Performance Management

Review Management

One time event Ongoing

Retrospective Prospective

Short Term Long Term

Correction oriented Progress steps

Completing form Planning/goal setting

Shrm.org 2008

Performance Review Process

Step 1: Plan Review position description Set and communicate

performance expectations Supervisor and employee

identify and develop SMART goals

Complete planning stage document

Step 2: Develop Determine coaching and/or development

needs Align coaching and training with the planning

stage as outlined in Step 1

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

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

EPMS form and resources http://www.clemson.edu/employment/worklife/

epms.html

Group Activity – “Tom and the DOT”

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.

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

Questions/Discussion

Joy Patton864.656.9403joyj@clemson.edu

http://www.clemson.edu/employment/worklife/epms.html