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

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. Evaluation Stage Section IV Performance Summary & Improvement Plan -- Identity the employee’s strengths and weaknesses -- Recommendations for improvement should be outlined

10. Performance Appraisal HR 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…

11. 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

12. 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.

13. 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 employees and their family members with all types of issues. Phone: 1-800-822-4847Website: www.lifeserviceseap.com

17. 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