Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented...
-
Upload
russell-hawkins -
Category
Documents
-
view
223 -
download
0
description
Transcript of Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented...
![Page 1: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/1.jpg)
Performance Management:EPMS for Supervisors
Clemson University Office of Human Resources
Presented by: Joy Patton [email protected]
![Page 2: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/2.jpg)
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
![Page 3: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/3.jpg)
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
![Page 4: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/4.jpg)
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
![Page 5: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/5.jpg)
Performance Review Process
![Page 6: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/6.jpg)
Step 1: Plan Review position description Set and communicate
performance expectations Supervisor and employee
identify and develop SMART goals
Complete planning stage document
![Page 7: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/7.jpg)
Step 2: Develop Determine coaching and/or development
needs Align coaching and training with the planning
stage as outlined in Step 1
![Page 8: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/8.jpg)
Step 3: Monitor Mid year review Compare results to plan Look for roadblocks and clear road Redefine goals as necessary No surprises!
![Page 9: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/9.jpg)
Step 4: Evaluate Review actual results Self-evaluation Provide feedback and ratings via EPMS form Establish plans for further development
![Page 10: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/10.jpg)
EPMS form and resources http://www.clemson.edu/employment/worklife/
epms.html
![Page 11: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/11.jpg)
Group Activity – “Tom and the DOT”
![Page 12: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/12.jpg)
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.
![Page 13: Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton](https://reader035.fdocuments.net/reader035/viewer/2022062317/5a4d1b5d7f8b9ab0599aba0c/html5/thumbnails/13.jpg)
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