EPDS - Roles at a Glance
Supervisor Roles
A supervisor’s role in the Employee Performance and Development System is to work in partnership with employees to:
1 - Planning Phase
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Explore how your job contributes to achieving State Quality of Life Results, Agency performance measures, divisional strategies and objectives, section/unit/branch goals and workgroup goals;
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Provide direction and final approval of work expectations, goals and measures that are specific, measurable, achievable, aligned, results focused and time bound (SMAART), as well as behavioral competency goals and actions to achieve them; and
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Communicate the standards on which your performance will be evaluated.
2 - Focusing Phase
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Formally and informally monitor employee goals and job-related development initiatives to ensure projects and development is progressing as expected and to make any required mid-course adjustments;
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Provide ongoing coaching and support to help employee meet objectives and develop the competencies needed now and required for the future of your position.
3 - Review Phase
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Conduct a review of your performance using the the communicated standards discussed in the planning phase;
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Recognize accomplishments and contributions achieved over the review period; and
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Ensure good performance is recognized and poor performance is clearly identified and consistently handled.
Employee Roles
An employees role in the Employee Performance and Development System is to work in partnership with supervisors to:
1 - Planning Phase
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Understand how your job contributes to achieving State Quality of Life Results, Agency performance measures, divisional strategies and objectives, section/unit/branch goals and workgroup goals;
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Set Specific, Measurable, Achievable, Aligned, Results-focused, and Time-bound (SMART) goals.
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Review the criteria upon which your performance will be evaluated at the end of the Employee Performance and Development System cycle.
2 - Focusing Phase
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Participate in the ongoing monitoring of your goals and development plan to ensure things are progressing as expected and to make any required mid-course adjustments.
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Be willing to provide examples of how you have/have not met your goals and demonstrated job specific competencies; and
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Dialogue with your supervisor about where you would like to participate in job-related learning activities and/or possible career development opportunities.
3 - Review Phase
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Participate in the annual performance review process and engage in open dialogue with your supervisor about the review process;
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Be willing to provide examples of how you have/have not met your goals and demonstrated job-specific competencies.
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With your supervisor, talk about where you would like to participate in job-related learning activities and possible career development opportunities i.e., Leadership and Succession Planning.
