Employee Principles
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The Employee Performance and Development System (EPDS) is a process of review and planning that assists employees with identifying and meeting key work and competency goals while developing existing and new capabilities for their jobs.
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The EPDS encourages supervisors and employees to work together to identify the priorities to be addressed throughout the year. Managers and Supervisors are accountable for engaging their employees and providing ongoing feedback, coaching, and job-related learning as well as a formal year-end evaluation of established employee goals an objectives. Employees are responsible for their own performance and achievement as well as participating in each stage of the process.
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The EPDS requires a culture of openness, trust, and mutual understanding of appropriate workplace expectations, results, and behaviors.
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The EPDS promotes clear alignment between organizational goals and individual responsibilities.
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The EPDS is an annual cycle that involves three consecutive phases: Planning; Mid-Year Alignment; and Reviewing.
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EPDS provides a structured framework for regular feedback on work and competency development (Knowledge, Skills and Abilities and Positive Workplace Behaviors);
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The EPDS involves managing the full range of employee performance. As such, effective performance management practices can range from recognition to identifying performance deficiencies that may result in discipline and dismissal.
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Achieving critical goals and demonstrating essential competencies will be one factor considered in selecting individuals to identify and participate in various Leadership development programs.