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Let’s Grow Better Together!


Let’s Grow Better Together!

Changes in EPMS Forms/Procedures Meeting Agenda

• Introduction • Policy Revise • Present/ Walk Through New Forms Employee Performance Management System (EPMS) Employee Self-Assessment – NEW (OPTIONAL FOR EMPLOYEES) Performance Improvement Plan (PIP)


Let’s Grow Better Together!

Employee assessment is critical to any organization. As a supervisor, you need to get the most out of your staff. The employee assessment process involves several inter-connected steps so that the supervisor can not only evaluate employees and summarize current employee performance, but also include future performance goals and expectations.

The Employee Assessment is the Building Blocks of the EPMS Process.


Let’s Grow Better Together!


Let’s Grow Better Together!

The best managers are those who build a work environment where employees respond positively to the following statement:

I know what is expected of me. EPMS stands for Employee Performance Management System, a process that offers a consistent approach and operating philosophy for providing feedback, assessment, and development planning.


Let’s Grow Better Together!

• Identifies training needs and help employees in carrying out their

job responsibilities. • Provides information to the supervisor/manager for use in making work related decisions. • Encourages continued growth and development of all employees. • Assists in work assignment and responsibility based on skills and abilities. • Maintains documented history of the employee’s performance.


Let’s Grow Better Together!

The first component is Job Function.

• Both the employee and supervisor should evaluate the job functions. • Job functions should include 80% of responsibilities from the position description. Other related duties as required is listed in this section. • The planning document should have no more than 4-6 job functions. • It must have success criteria for each job function. The state requires conducts performance appraisals in a timely manner for employees for all supervisory jobs.


Let’s Grow Better Together!

The second component is the Success Criteria. • Success criteria identifies the level of performance a supervisor expects an employee to attain in order to meet the performance requirements of a job function or objective. • It is required for each job function and objective. • They may be combined with job functions or objectives into a statement that reflects the performance expectations of the job ie. Ensures that all position descriptions are kept up to date on all employees. Completes performance appraisal one week prior to the employees review date.


Let’s Grow Better Together!

The third component is The Objectives Section.

• This section is optional for all employees. • This section can be job related, special, or non-recurring projects, training, or assignments. • Each objective listed must have success criteria established for measurement. • Objectives should outline Career Growth.


Let’s Grow Better Together!

Setting Goals with the Planning Document Set Goals - Be SMART pecific: Clearly state and direct.

easurable: Be able to state when completed. ttainable: Be realistic, the goal has to be reachable.

elevant: Has a bearing on the overall direction of department. imebased: Have a sense of the scope and likely timeframe for completion.


Let’s Grow Better Together!

NEW EPMS Forms


Let’s Grow Better Together!

NEW EPMS Forms


Let’s Grow Better Together!


Let’s Grow Better Together!


Let’s Grow Better Together!


Let’s Grow Better Together!


Let’s Grow Better Together!


Let’s Grow Better Together!

EPMS 2014  
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