EPMS OVERVIEW

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

Preparing for the Planning Stage

Must have current job description

Identify important functions of Job

Duties listed on planning stage should be approximately 80% of employee’s time.

Preparing for the Planning Stage

Section I-- Job Duties: list of most important functions for successful

performance of employee’s job.

-- Success Criteria: performance expectation, clear and concise directions for the employee.

Based on the job description, be observable, measurable and attainable.

Planning Stage

Section II-- Performance Characteristics: skills, abilities and

traits that an employee should exhibit in his/her job.

-- Definitions: performance characteristics are defined as they relate to the employee’s job.

General performance characteristics may be taken from the list posted on the HR web page or created by the supervisor.

Planning Stage

Section III

Performance Objectives-- All management and supervisory employees are required to

have at least one objective.

-- Objectives are optional for non-supervisory employee, but highly recommended.

Planning Stage

Signatures-- Planning stage should be signed by Supervisor and Reviewer

-- Meet with the employee to discuss planning stage

-- Request employee’s signature

Note: Discussion should have been held with the employee prior to meeting to sign planning stage. No edits should be required by time request for signature is made.

Ongoing Communication

After the planning stage, employee works under assigned planning stage for one year.-- Continuous feedback should be given-- Oral and Written-- Mid-year review recommended-- Take actions to correct problem performance.

Evaluation Stage

Section IV

Performance Summary & Improvement Plan-- Identity the employee’s strengths and weaknesses

-- Recommendations for improvement should be outlined

Performance AppraisalHR Policy 1.36

Requires– Employees whose performance is below

standard must be given adequate notice– the opportunity to improve prior to

performance rating and/or dismissal – Written notice of substandard performance

must be given and shall include…

Warning Notice of Substandard Performance

Must be in writing Addressed to the

employee Labeled as a Warning

Notice of Substandard Performance

Date of the warning Deficiencies listed

Ways of improving deficiency

Time period for improving

Possible consequences Signed by employee Copy to the employee Placed in employee’s

official personnel file

WNSP Key Points

Planning Stage of EPMS must be on file. Supervisor must schedule and participate in

Follow-up Meeting(s). Must be procedurally correct. Human Resources should be notified prior to

action.

Employee Assistance Program (EAP)

Self referral Suggested referral Job performance/mandatory referral Confidential

LifeServices EAP is a free, confidential counseling service provided by the University to help employeesand their family members with all types of issues.

Phone: 1-800-822-4847 Website: www.lifeserviceseap.com

Employee Relations Office

Contact Names and Numbers Ken Titus, Employee Relations Manager

777-7550 titusk@mailbox.sc.edu Ben Cook, Program Assistant

777-7550 cook23@mailbox.sc.edu