Wyoming Workforce Planning
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What is Employee Performance and Development System (EPDS)?

Employee Performance and Development System (EPDS) is the name of the new employee performance management system being implemented throughout the State of Wyoming during the calendar year of 07-08.

The EPDS process is where employees and supervisors identifies how each person in a work team will help realize the business goals identified in the branch or division or agency strategic plan.

The EPDS process consists of an annual cycle made up of three phases:

1. Planning – employees – with support and input from their supervisors – identify work goals, examples of behavioral competency actions, and learning goals that directly contribute to achieving unit, branch and division goal as well as agency performance measures;

2. Focusing / Realignment / Mid-Course Adjustment – employees and supervisors engage in regular, ongoing conversations in order to make sure work goals, behavioral competency actions, and learning goals are still relevant and that progress is being made; and

3. Review – employees and supervisors review and document achievement of pre-identified work goals, behavioral competency actions, and learning goals and begin planning for the next period.

What makes EPDS different from a performance appraisal?

The EPDS process consists of an annual cycle that involves supervisors and employees setting job-specific goals that focus on achieving work results, demonstrating necessary workplace behaviors and identifying required learning needs. Although there is a formal review at the end of the EPDS cycle, its purpose is to compare employee achievements to the goals set out during the planning phase. In this way, employees are evaluated against meaningful criteria that were clearly identified at the start of the entire EPDS process and have been regularly discussed during the focusing / realignment / Mid-Course Adjustment phase.
 

Does an employee have to pass probation before starting the EPDS process?

No, the EPDS process can be a valuable learning and planning tool for employees who are new to State government or new to a position. Employees and supervisors may wish to identify work goals, competencies, and learning goals before an employee has passed their probationary period in order to account for the significant amount of learning that occurs during the first several months of employment.  However, 

(BRIAN – I need you to give me some content about how the EPDS process will be different for probationary employees.)
 

Does the EPDS process apply to AT WILL employees or student interns?

No.  The EPDS process is optional for AT WILL and students interns. However, employees in these categories may benefit from the EPDS process, particularly the “PLANNING PHASE”, as it clearly identifies work goals, examples of behavioral competency actions and learning goals that support achieving key results.
 

Where can I get more information about the EPDS process in my agency?

Additional information about the EPDS process in your agency should be directed to your agency’s human resources manager. For specific questions on how to participate in the process, you may also wish to consult Administration & Information - Human Resource Division. There are also guidelines, tools, forms and resources available on the Wyoming Workforce Planning website at – http://wyomingworkforceplanning.state.wy.us
 

Do I have to participate in the EPDS process?

Momentarily only employees and supervisors with-in agencies that are a part of the phased rollout process are required to participate.  By the end of calendar year 2007 the EPDS process will be considered a State-wide initiative and all employees and supervisors will be required to participate in the process.  That said, the EPDS is a process that provides you an opportunity to engage in ongoing discussions with your supervisor about how your specific work goals, behavioral competency actions and learning goals directly contribute to achieving broader organizational goals. The EPDS cycle also provides supervisors and employees with the opportunity to recognize major accomplishments, celebrate successes, as well as focus on areas requiring additional development.

Additionally, the introduction of the State of Wyoming’s competency framework will consider employee performance when determining leadership development programs, succession programs and career pathing.
 

I have an employee who is already an outstanding performer. Do I still have to do an EPDS for him/her?

Yes. The EPDS process is beneficial for all employees regardless of their current levels of performance. Strong performers will benefit from the ability to have regular discussions about focusing on activities that are critical to organizational success, as well as engaging in Leadership development activities that promote even greater levels of success, satisfaction, contribution and succession planning opportunities.
 

I have an employee who is retiring soon. Should I still ensure there is an EPDS in place for him/her?

Yes. Although an employee may be retiring soon, the EPDS process provides both employee and supervisor with an opportunity to discuss key work, behavioral competency and learning goals that can be achieved during the employee’s remaining time at work. The EPDS planning conversation also provides an opportunity to identify possible knowledge sharing/transfer ideas and mentoring options that can be implemented before the employee retires.