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Employee Performance Appraisals

Information for Supervisors

Email notices are sent to supervisors approximately six weeks before a classified staff employee’s performance appraisal is due. Please complete an electronic performance appraisal form and then print the form for signatures. The signed form must be returned to the Office of Human Resources no later than the first day of the month of the employee’s review date.

The standard electronic performance appraisal form is in Adobe format and can be downloaded below and saved locally.

    Download Adobe Appraisal Form

If you prefer, you may contact the Office of Human Resources to obtain a Microsoft Word format of the performance appraisal form via email.


Please contact Tina Purnell in the Office of Human Resources at extension 6255, if you have any questions concerning this process.

 


Instructions effective 3/31/15:  Universal Review Date

 

Rating Supervisors will be able to access their employee's details in Wingspan within the Employee Details tab on the Position Descriptions page.  Information will be listed on this page for yourself first followed by all of your direct reports.  The details include:  the employee's title, position number, CWID, name, the type of evaluation (annual, probationary, trial), the next review date, and a link to download the employee's Position Description file. Rating supervisors should ensure that a current position description exists for each employee reporting to them. If the position description is not up-to-date, the supervisor should contact the Office of Human Resources for assistance.

Forms:

Blank EPMS Form
Sample Completed Form


EPMS Form Directions:

The goal of the performance review is to provide the employee with feedback on their performance and accomplishments from the previous rating period. The job duties should be rated on how well the employee has met the success criteria that have been identified by the rating supervisor. Please refer to the Employee Performance Management Policy for detailed information regarding the EPMS process.

• All staff shall be given an annual appraisal no more than 90 calendar days prior to the universal review date of March 31st.

• A trial period evaluation is a six month evaluation following an employee’s promotion, reclassification, or demotion in the new position.

• An employee in probationary status will have a review period that begins on the first date of employment and ends the day before the annual performance review date. For example, an employee who is hired on June 2nd should have his annual review completed on or before June 1st of the following year.

Once the rating supervisor completes the form and before conducting the performance review meeting, sign and date the form and have the next level supervisor (reviewing officer) do the same. Having the reviewing officer review the performance review before it is given to the employee will keep them informed regarding the employee’s performance, and to ensure agreement on the overall rating of the employee.

Section IA - Job Duties: List the most important functions for successful job performance. The performance review should include at least 80% of the duties that are based on the employee's position description. The rating supervisor must also include success criteria which define the rating supervisor’s performance expectations the employee must use in managing daily performance.

• Exceptional: Work that is characterized by exemplary accomplishments throughout the rating period; performance that is considerably above the requirements of the job duties.
• Successful: Work that is characterized by the successful mastery of the criteria of the job duty or objective.
• Unsuccessful: Work that does not meet the criteria of the job duty or objective.

Section IB - Performance Characteristics: Choose up to four performance characteristics that are directly related to the employee’s job. NOTE: All supervisors must be rated on Commitment to Affirmative Action/Equal Employment Opportunity.

Section IC - Overall Evaluation: Once the ratings are entered for the performance of the job duties, an overall EPMS evaluation rating must be entered. Rating supervisors must consult with the Office of Human Resources before assigning an overall “unsuccessful” rating. Please refer to the section of the EPMS policy regarding the Substandard Performance Process for Covered Employees for more information.

Employee Comments: The employee is permitted to write in comments regarding the performance evaluation. Additional pages may be attached if necessary.

Signatures: The final evaluation must be signed by the rating supervisor, reviewer and employee, and submitted to the Office of Human Resources. Please note that the employee's signature does not indicate agreement only that the employee has read and received the performance appraisal from their supervisor.


Section 2A - Planning Stage Document: The supervisor should discuss the job duties, performance characteristics, objectives and success criteria for the next rating period. The Planning Stage Document must be signed by the rating supervisor, reviewer and employee, and a copy of the EPMS and Planning Stage Document should be given to the employee.

All performance evaluations shall be maintained in the employee’s official personnel file in the Office of Human Resources. Please contact the Office of Human Resources for assistance at 2273.

CONTACT INFORMATION
Human Resources
303 Tillman Hall
Rock Hill, SC 29733, USA
803/323-2273
803/323-4861 (fax)
HRhelp@winthrop.edu
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