Ultimately, one of the most important tasks of a manager is to support the career growth and success of your employees.
As managers, you are confronted with a long list of day-to-day tasks that must be addressed to keep your department running efficiently. While these daily tasks are important, and can easily monopolize your time, there are also issues related directly to an employee's performance that periodically need to be addressed.
These issues range from small challenges that can be easily corrected, to much larger problems that have the potential to impact the morale or productivity of your entire team. That's why it's important to have a clear understanding of policies and procedures related to performance management. Ultimately, your effective leadership can contribute to the satisfaction and success of your employees — both individually and as a team.
Open and honest communication is key in effectively evaluating performance, and that starts with a manager who clearly defines expectations. While performance evaluations can be an intimidating process for employees, it is also be critical in documenting how you have supported your employees’ success.
Providing your employees constructive feedback makes a huge impact on their ability to learn and grow. And it’s not just individual employees who benefit. If you use the evaluation process effectively, you can create a culture of teamwork and collaboration by building trust and enabling your employees to meet and exceed departmental goals and objectives.
Performance Evaluations - Clearly defined expectations are essential to any employee’s success. Learn more about the evaluation process, which has been designed to create an opportunity for employees to reflect on professional goals and gain meaningful performance feedback.
Workplace Issues - When employees are confronted with any issue or challenge in the workplace that might have an impact on performance, there are steps that should be taken to report these incidents appropriate.
Grievances - It’s important that employees are aware of disciplinary procedures so that you fully understand your rights and responsibilities in employment situations. For example, in some cases, employee may appeal a disciplinary decision by filing a grievance.
Integrity Line -The first step to addressing any concern or issue is to talk with your immediate supervisor or someone in a higher level of authority. If that’s not an option in reporting unethical behavior, the UofSC Integrity Line provides an anonymous reporting option.
The following are PDF documents
- Policy HR 1.36 — Performance Evaluation for Classified and Unclassified Non-Academic Staff
- EPMS Form — Form used to evaluate the job performance of classified and unclassified staff.
- EPMS Performance Characteristics — List of qualities that are needed for employees to perform their job duties and objectives successfully.
- EPMS Frequently Asked Questions — Some of the most frequently asked questions.
- Performance Feedback Assessment — Form used to evaluate the job performance of non-covered employee
- EPMS Quick Reference Guide for Supervisors — A guide to help supervisors through the University's performance management system