When is a good time to do an EPDS?
The EPDS process is a fundamental component of the 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 business planning
cycle.
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Who is responsible for initiating the EPDS process?
As the supervisor, it is your responsibility
to initiate the EPDS process, although employees are strongly
encouraged to become an active participant in each phase of the
EPDS cycle. During the planning stage, employees should be given
the opportunity to create their own work goals, identify
competencies for development and learning goals, which can be
reviewed and refocused as necessary during the planning meeting.
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How many work goals should an employee have in their EPDS?
Generally speaking, it is recommended that
employees identify three to five critical work goals, special
projects and/or key duties 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 you, in the event that
goals need to be refocused to better support achievement of key
business objectives.
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How do I set performance measures?
Measuring performance and setting objective
targets is the most effective way to ensure employee 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.
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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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What if an employee and I don’t agree on key work,
competency or job-related learning goals?
Although employees are encouraged to identify
work goals, competencies critical to help achieve those goals
and development opportunities that support organizational
success, it is ultimately your responsibility as the supervisor
to ensure these three components of the EPDS process are aligned
with work expectations and agency performance measures.
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How can I help employees set meaningful work goals when the
work keeps changing?
Working within Wyoming State Government often
means balancing priorities that shift, change, and evolve. The
focusing / Realignment / Mid-Course Adjustment phase of the EPDS
provides employees and supervisors with the opportunity to
regularly monitor work goals, critical competencies and
development measures to ensure they support current agency,
division, unit/section/branch priorities. If goals change, then
be sure to discuss the changes with your staff so that the EPDS
contains goals and actions that can be evaluated during the
review phase.
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How can I help employees set meaningful work goals when core
job requirements remain the same from year to year?
Although there may be situations where work
goals remain the same from one review period to the next,
employees can be encouraged to identify new performance
measures, technologies and other technical and functional skill
sets that will be needed for the future position requirements.
This premise should present new challenges or draw on current
levels of expertise in job-related areas.
If you are dealing with an employee that will
be retiring soon, efforts should be put in place to capture the
critical competencies (skill sets) that will retire with them.
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Can we still do EPDS if unit/branch/section/division
strategic plans are not finalized yet?
Yes. Although it is ideal
to coordinate the EPDS planning phase with the strategic
planning cycle, this is not always possible. The EPDS is
designed to promote ongoing dialogue between you and your direct
employees 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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