ppt课件-employeeperformancemanagementsystem(epms).pptVIP

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