Wyoming Workforce Planning
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Supervisors Review FAQ's

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, you will use the performance standards established in the planning phase to determine the overall performance rating that best reflects your employees work and competency development. In order to promote the consistent use of the review standards among workgroups and across agencies, common definitions for the Wyoming's Competency Dictionary have been created for each performance proficiency level.
 

What sources of information should I gather prior to a review meeting with an employee?
As the supervisor, it is your responsibility to ensure that you are prepared for review meetings with employees. Part of your preparation should involve gathering feedback and information from a variety of sources in order to ensure that your review is as objective as possible and focuses on specific actions/accomplishments rather than general perceptions. It is important to exercise discretion when gathering information from co-workers, customers and clients and to consider issues related to privacy and confidentiality.
 
What happens if an employee does not achieve work goals, behavioral competency actions or learning goals?

The review conversation provides an opportunity for you and an employee to discuss and reflect on the reasons and circumstances that may have impacted on their ability to meet intended goals and performance levels – including times when results were not achievable due to circumstances beyond their control. Where appropriate, you and the employee should identify supports that will help them meet their goals in the upcoming review period. If goals were not met due to deliberate acts of poor or inappropriate performance, separate disciplinary action may be initiated.
 
What is the purpose to clearly define goals and standards and how will this information be used?

Well defined goals and standards are used to provide supervisors and employees with a common understanding for assessing work and competency development achievements. A clear definition of goals and standards allow employee work and development achievements to be considered separately and then to be put together into an overall assessment. The overall performance review assessment may impact on access to career development programs and provide you with information on succession planning opportunities within the agency.
 
What is being done to ensure consistency across agencies?

Supervisors will receive training and a variety of informational support to promote the consistent understanding and application of the EPDS review process.  
 
Does the EPDS review have to be signed off by the employee and the supervisor?

Yes. Supervisors are required to sign off the final EPDS review document. Employees have the option of indicating their agreement or disagreement with their final performance review.
 
What happens if an employee disagrees with their performance review or suggestions for further development?
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.
 
What happens if an employee does not sign their final review?
In instances where employees refuse to sign their final review, you, as the manager, should sign the EPDS form and document on the form that the employee was given the opportunity to sign but declined.  For more information on this topic, consult your Humane Resource Manager.
 
Who will have access to EPDS information?

The information contained in employee performance and development forms, including the final review, is usually shared between an employee and their 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 development plan is placed on an employee’s personnel file.
 
Will the EPDS become part of the employee’s personnel file?

Yes. Completed EPDS reviews will be placed in an employee’s personnel file.
 
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 in the future. This is not considered disciplinary. However, if there is a written warning or consequences of failing to comply with workplace expectations issued concurrently with the review, then this would be considered disciplinary in nature and subject to applicable personal rules and regulations.
 
How will the state track how many employees have had a formal EPDS review?

Participation in a formal EPDS review process will be tracked the same way that earlier appraisals were collected.  A & I will be sending out and RFP, to be completed by June of 2007, for an electronic performance management system that will aid and assist in the creation, delivery and tracking of goals and competency development initiatives.