What is the EPDS review process?
The EPDS review process involves a formal
discussion to review employee achievement of work goals and
competency development, and to begin setting goals for the next
review period. Because you have had ongoing formal and informal
performance conversations with your supervisor during the
focusing phase, the formal review process should not contain any
surprises.
At the end of the formal review conversation, your supervisor
will use the performance standards established in the planning
phase to determine the overall performance rating that best
reflects your work and competency development. In order to
promote the consistent use of the review standards among
workgroups and across agencies, common definitions have been
created for each performance standard level.
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What happens if I don’t achieve my work and competency
development goals?
The review conversation provides an opportunity for you and your
supervisor to discuss and reflect on the reasons and
circumstances that may have impacted on your ability to meet
your intended goals and performance proficiencies – including
times when results were not achievable due to circumstances
beyond your control. Where appropriate, you and your supervisor
should identify supports that will help you meet your goals in
the upcoming review period. If goals were not met due to
deliberate acts of poor or inappropriate performance,
disciplinary action may be initiated.
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Does a negative EPDS review constitute disciplinary action?
Most negative EPDS reviews are considered operational and are
focused on assisting the employee improve their performance and
achievement of goals in the future. This is not considered
disciplinary. However, there may be a letter of expectation or a
written warning or consequences of failing to comply with
workplace expectations set out concurrently with the review.
These actions are separate but supportive of the review.
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What if
I disagree with my EPDS review?
One of the strengths of the EPDS process is the promotion of
ongoing, formal and informal conversations between employees and
supervisors. If this has been done over the course of the EPDS
cycle, the formal review process should confirm what has already
been discussed. If an employee still disagrees with an EPDS
review, they must indicate so in writing. Please refer to the
relevant personal rules.
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What is being done to promote consistency within and between
agencies with respect to the review process?
Consistent performance review language, tools and training
will be implemented across the State. Supervisors will receive
training and a variety of informational supports to promote the
consistent understanding and application of the EPDS review
process.
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Where is the EPDS review kept once complete?
Your completed EPDS review will be placed on your personnel
file. One copy will be sent to A & I HRD. Your supervisor may
also retain a copy.
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I don’t have a positive working relationship with my
supervisor and am concerned that this will impact on my review.
What can I do? One of the strengths of the EPDS approach is
that it encourages the development and strengthening of work
relationships through ongoing conversations and expectation
clarification. The EPDS process is not designed to solve any
issues that may be causing a negative working relationship,
although it may identify areas where negative relationships
require specific attention.
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Who will have access to my EPDS information?
The information in your employee performance and development
form, including the final review, will be shared between you and
your supervisor. Senior managers may also see the review. During
the year, the EPDS is considered a ‘living document’ that can be
updated and revisited as needed. Once the review phase is
completed and the supervisor and employee have signed off, the
final review and a copy of the most recent employee performance
and development form is placed in an employee’s personnel file.
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