Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton

Slides:

Advertisements

Similar presentations

Performance Appraisals

Advertisements

Performance Management

Performance Management

State of Florida Performance Management. Performance Management The process of motivating employees through setting goals, measuring progress, giving.

Short Service Worker Program

New Employee Orientation: Performance Management

Performance Management Process

1. Set expectations and measure performance ◦ What employees are expected to do for their organization in return for pay and benefits ◦ Allows employees.

Performance Management Guide for Supervisors. Objectives  Understand necessity of reviews;  To define a rating standard across the Foundation for an.

Evaluations: Administrative & Classified Employees

Employee Performance Management System (EPMS)

Performance Management Review FAQs

U.S. Department of Veterans Affairs Veterans Health Administration Supportive Services for Veteran Families (SSVF) Program SSVF Grantee Uniform Monitoring.

2012 Performance Evaluation System. Why An Evaluation? O Set expectations between Supervisor and the employee. O Valuable tool for an employees in their.

Performance Management 2012 Conducting Performance Evaluations Office of Human Resources UMW: “Putting U First”

Performance Evaluation/Management Training

PERFORMANCE MANAGEMENT PRE-TEST WELCOME BACK! WELCOME BACK! Supervisor Essentials.

System Office Performance Management

Performance Management: A System for Success UCLA Library.

1 The Indiana Department of Correction presents New Employee Orientation: Performance Management.

System Office Performance Management

Annual Review Process Georgi Lowe UWSA Office of Human Resources & Workforce Diversity.

N EW P ERFORMANCE evaluation form training UNIVERSITY OF CALIFORNIA AGRICULTURE and NATURAL RESOURCES Spring 2007.

Performance Management Training

EPMS OVERVIEW – Prepare Planning Stages – Provide Ongoing Communication – Performing Evaluation Stage – Address substandard performance. – Use EAP appropriately.

Performance Evaluation Process June 19th and June 26 th.

2010 Performance Evaluation Process Information Session for Staff

Annual Self Assessment Workshop for Employees

NON-UNIT EMPLOYEE EVALUATION PROCESS

USC Health and Safety Supervisor Training November 24 th and 25 th, 2011 Health & Safety Refresher PART 3.

Performance Management Open Information Session Spring 2009.

SESSION ONE PERFORMANCE MANAGEMENT & APPRAISALS.

Performance Management Spring  Shared Responsibility  Performance Management Cycle  Gonzaga’s Performance Review Process  Coming.

PROVIDED BY ORGANIZATIONAL EXCELLENCE CLASSIFIED TRAINING BRANCH Supervisor’s Handbook to Orienting New Employees (O.N.E.)

Performance Management Open Information Session for Individual Contributors.

Staff Performance Evaluation Process

HOW TO ESTABLISH S.M.A.R.T GOALS

Performance Management  Performance Management Cycle  Organizational Success  Shared Responsibilities  Setting Goals and Expectations.

General Staff Performance Review. What are performance reviews?  Process of developing a shared understanding amongst employees and supervisors about.

Performance Management for Low Employee Performance April 10, 2007 by Edra Pinckney Employee Relations Consultant (843) Human Resources Management.

Accountability Presented by Mollie Schaffer August 13 th, 2014.

The NHS Knowledge and Skills Framework

Performance Management A briefing for new managers.

System Office Performance Management Human Resources Fall 2015.

EPMS (Employee Performance Management System) Training FOR NON-SUPERVISORS FACILITATOR: ADRIAN WILSON NOVEMBER 17 AND 19.

General Staff Performance Reviews Campus Briefings

WLUSA/OSSTF Annual Performance Review Process Human Resources & WLUSA| 2015.

Performance Management Petr Eliáš, NGO conference Vienna 2011.

TTI Performance Evaluation Training. Agenda F Brief Introduction of Performance Management Model F TTI Annual Performance Review Online Module.

Center for Learning and Professional Development Managing Your Performance Evaluation v1.3 July 31, 2013 Managing Your Performance Evaluation.

1. Orientation to the Performance Planning, Feedback and Development (PPFD) Process for Confidential Staff

Performance Management  Shared Responsibility  Performance Management Cycle  Gonzaga’s Performance Review Process 2 Session Agenda.

D EPARTMENT OF F AMILY M EDICINE AND C OMMUNITY H EALTH P ERFORMANCE M ANAGEMENT October 14, 2015.

2015/16 Staff Performance Appraisals Webinar for ANR Supervisors Spring 2016.

Organizational Behavior (MGT-502) Lecture-43. Summary of Lecture-42.

Introduction to SEPAP: An Explanation of the Program  Importance of employee participation in the appraisal process  Learn the three phases of SEPAP.

Performance Management Training. ©SHRM Objectives Performance management v. performance appraisal Creating the “right” environment Learning to develop.

Mid-Year Performance Review Process University System of New Hampshire System Office | 5 Chenell Drive, Suite 301, Concord, NH

HOUSTON INDEPENDENT SCHOOL DISTRICT Appraisal Training for Central Office and Campus-Based Non-Teacher Employees September 2013 HOUSTON INDEPENDENT.

HSA Performance Management Program 2016 Performance Development Plan.

December 13,  Current policy  Required employees to complete Individual Development Plans (IDPs) for Milestone and Exemplary Merit increases.

MANAGING EMPLOYEE PERFORMANCE Facilitator: Joan Strohauer, CalHR Guest Presenters: Marva Lee, Personnel Officer, CalSTRS Brenna Neuharth, Workforce Planning.

PERFORMANCE MANAGEMENT TRAINING SHRA Employee Annual Performance Appraisal Program.

Performance Management

Roll-out of the NORTHRAIL PMS

Performance Management Training

Employee Performance Management System

Performance Management Training

Employee Performance Management System (EPMS)

Performance Management Training

Presentation transcript:

Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton

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 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

Performance Review vs. Performance Management Review Management One time eventOngoing RetrospectiveProspective Short TermLong Term Correction oriented Progress steps Completing formPlanning/goal setting Shrm.org 2008

Performance Review Process Ongoing Communication, Coaching & Feedback Step 1: Plan Step 2: Develop Step 3: Monitor Step 4: Evaluate

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 html 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. MANUAL/view_document.php?id=119

Questions/Discussion Joy Patton pms.html