1. Employee Performance Management System
Training

2. Introduction to the EPMS Process
During the month of November, all employees will receive a performance evaluation using the Employee Performance Management System EPMS).

3. Why Do We Do It?
Create accountability for meeting performance expectations
Link performance outcomes to organizational goals
Identify skill area(s) that need to be developed
Discuss accomplishments, document progress and set the stage for future plans

4. Review Timeline
November 30, 2018 –2018 EPMS documents are completed and submitted to Samantha Ingram at
November 30, 2018 – 2019 Planning tool is completed and a copy of the tool is kept with the both the supervisor and the employee.
June – July 2019 – Mid-Year Reviews between the supervisor and employee should occur using the planning document
November 30, 2018 – 2019 EPMS and 2020 Planning tool completed

5. Three Phases of the EPMS Process
The EPMS process is designed around three phases:
Planning
Intermediate (or Mid-Year Review)
Performance Evaluation

6. The PLANNING Stage COMMUNICATE! SET GOALS!
What part of your work is challenging?
What are some things of interest to you?
Where do you want your career to be in five years?
Do you want to make a greater contribution to the organization?
What training do you need?

7. The MID-YEAR Review
Supervisors should continue to provide performance feedback to each employee throughout the year!
How is the employee progressing towards meeting the job expectations?
Where is the employee in meeting the established goals for the year?
Any work performance issues that need addressing?

8. The EPMS Review
Supervisors shall make an appointment with you to review your 2018 EPMS and complete the 2019 Planning stage collaboratively. You will both sign to reflect your understanding and agreement of next year’s expectations.
The completed EPMS document, your supervisor’s ratings and comments will be reviewed, approved, and signed by the next level supervisor.
The signed EPMS document and any updated job descriptions are submitted to HR.

9. The EPMS FORM: COVER PAGE
2018 Review Period: 12/1/ /30/2018
Ratings Definitions
You and your supervisor will sign and review after each stage. Each review will also be approved/signed by your supervisor’s supervisor.

10. SECTION ONE Section One assesses performance against job functions.
JOB FUNCTION: The job function consists of a statement which reflects the performance expectations of the job. These will come directly from your current job description.
ACTUAL PERFORMANCE: In this area your supervisor may include comments and/or to justify ratings of the job functions and objectives. If a job function and/or objective is rated “Unsuccessful Performance,” justification of the rating must be documented in the appropriate actual performance area.      
PERFORMANCE LEVEL: This section is used to rate the employee’s performance for each job function or objective. The rater inserts the appropriate rating level in each item. Employee rating is indicated by one of 3 levels of performance, Exceptional (E), Successful (S), or Unsuccessful (U).

11. SECTION ONE - CONTINUED
Each function on your current job description will be assigned one of three ratings:
EXCEPTIONAL PERFORMANCE: Work that is above the criteria of the job function throughout the rating period. (E)
SUCCESSFUL PERFORMANCE: Work that meets the criteria of the job. (S)
UNSUCCESSFUL PERFORMANCE: Work that fails to meet the criteria of the job. (U)

12. SECTION TWO
Additionally, you will be rated on a range of performance characteristics.
These ratings will be assigned on a pass/fail basis.
PASS = Meets requirements (P)
FAIL = Fails to Meet Requirements. (F)
(Note that a separate version of the EPMS form includes supervisory performance characteristics. Supervisors will be evaluated against this criteria, also on a pass/fail basis.)

13. SECTION THREE
Section III is for goal setting and professional development planning. It is a place for you and your supervisor to evaluate special, non-recurring projects that do not appear on your job description (as applicable).
These ratings will be assigned using the same performance ratings (Exceptional, Successful, Unsuccessful) as Section I.
If your employee requests training, please note the type of training requested on this document.

14. SECTION FOUR
Section IV provides for a summary of the employee’s major performance strengths and weaknesses.
It allows the supervisor to identify actions recommended to improve performance and/or potential.
Each employee will be assigned an Overall Performance Rating based on the information in Sections 1-4.
Additional comments will justify the Overall Performance Rating above.
You will also have the opportunity to include your own comments regarding the accuracy, comprehensiveness and helpfulness of the review.

15. Performance Management Cycle
Direction
&
Expectations
Evaluation
&
Reward
Feedback
&
Development