1. Performance Management: EPMS for Supervisors Clemson University Office of Human Resources Presented by: Joy Patton joyj@clemson.edu

2. 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

3. 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

4. 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

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

6. Step 1: Plan Review position description Set and communicate performance expectations Supervisor and employee identify and develop SMART goals Complete planning stage document

7. Step 2: Develop Determine coaching and/or development needs Align coaching and training with the planning stage as outlined in Step 1

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

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

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

11. Group Activity – “Tom and the DOT”

12. 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.

13. 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

14. Questions/Discussion Joy Patton 864.656.9403 joyj@clemson.edu http://www.clemson.edu/employment/worklife/e pms.html