Employee Performance Management System
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.
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.
- Performance Feedback Assessment — Form used to evaluate the job performance of non-covered employee