When is a good time to start the EPDS?
The EPDS process is a fundamental component of the budget and/or
strategic planning cycle as it connects individual goals and
objectives to those of the organization. As such, the EPDS
process should coincide with your organization’s annual budget
and/or strategic planning cycle.
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Who is
responsible for the EPDS process?
It is your supervisor’s responsibility to ensure that employees
have an EPDS in place, although you are strongly encouraged to
become an active participant as parts of the system are
co-managed between you and your supervisor in each phase of the
EPDS cycle. During the planning stage, you should be given the
opportunity to create your own work goals, examples of
behavioral competency actions, and learning goals, which can be
reviewed and refocused as necessary during the planning meeting
with your supervisor.
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How
many work goals should I have in my EPDS?
Generally speaking, it is recommended that
you identify three to five key work goals that are meaningful,
achievable, and contribute to the overall goals of your unit,
branch, division or agency. Employees are encouraged to
articulate their work goals and then discuss them with their
supervisor who may choose to refocus the goals in order to
better support achievement of key agency objectives. (The
number of goals can be expanded after familiarity with the
system)
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How can I set meaningful work goals when my work keeps
changing?
Working in State government often means balancing priorities
that often shift, change and evolve. The focusing phase of the
EPDS process provides employees and supervisors with the
opportunity to regularly monitor work goals, competencies, and
learning goals to ensure they align to current business
priorities. If work priorities change, then be sure to update
your EPDS so that the most current set of goals are considered
during the review phase.
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Do I have to
set performance measures?
Yes. Measuring goals and setting objective targets is the most
effective way to ensure your efforts are focused on the right
things, at the right level and at the right time. Setting
performance measures requires some focused thinking by both
employees and supervisors to identify the right measures that
will indicate a work goal has been successfully achieved,
exceeded, or under achieved. Training sessions will be ongoing
and provide more information on this process.
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What are
competencies?
A competency is any workplace motive, attitude and/or behavior
combined with persons knowledge, skills and abilities essential to perform a
specified job. Competencies aid and assist in
the objective assessment of performance while providing managers
and employees a communication piece to differentiate between
satisfactory and outstanding performance.
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How
do competencies relate to the EPDS process?
The EPDS process has been developed to focus
attention on two complimentary aspects of workplace performance.
The first aspect of performance involves working with your
supervisor to set goals that align individual work goals with
organizational business objectives – this is the ‘what’
component of the EPDS.
The second aspect of performance considered
in the EPDS process identifies workplace behaviors that directly
support achieving results. These behaviors – or competencies –
address the question of ‘how’ results are achieved.
Individual agencies will choose a competency
profiles that specifically relate to their organization or to
jobs within their organization.
For more information on the definition and application of
competencies – as well as for some tools to build or strengthen
competencies – please contact the A & I - HRD's workforce
planning and/or training coordinator.
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If my supervisor does not know what I do on a day to day
basis, how will they be able to help me set meaningful work,
competency, and learning goals?
The EPDS process provides an excellent opportunity for employees
and supervisors to engage in ongoing conversations about job
duties, key organizational and operational objectives, possible
barriers to success and recognition of accomplishments. In this
way, the EPDS is a tool to promote shared understanding and
clarity between employees and their supervisors.
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What if my supervisor and I don’t agree on my key work,
competency or job-related learning goals?
Although employees are encouraged to identify
work goals, examples of behavioral competency and learning
opportunities that support organizational success, it is
ultimately the supervisor’s responsibility to ensure these three
components of the EPDS process are aligned with work
expectations and business objectives.
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Can I still do an EPDS if branch or divisional business
plans are not finalized yet?
Yes. Although it is ideal to coordinate the
EPDS planning phase with the agencies strategic planning cycle,
this is not always possible. The EPDS process is designed to
promote ongoing dialogue between you and your supervisor based
on information and operational requirements that have been
identified. The EPDS is intended to be a living document and, as
such, can be adjusted once strategic planning processes have
been completed.
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I am retiring soon. Do I still have to do an EPDS?
Yes. Although you may be retiring soon, the
EPDS process provides both you and your supervisor with an
opportunity to discuss key work goals, behavioral competencies and
learning goals that can be achieved during your remaining time
at work. The EPDS planning conversation also provides an
opportunity for the State to identify and catalog critical
competencies that have been identified for you position. It is
also an opportunity to identify possible knowledge
sharing/transfer ideas that can be implemented prior to your
last day at work.
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