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Division of Human Resources


Performance Evaluations (EPMS)

Performance evaluations can often be an intimidating process. When you know what to expect and the process is executed properly, they can be a great tool to support your growth and career success.

In order for a performance evaluation to be truly effective, both the employee and supervisor need to take an active role in the process. Both the employee and their manager or supervisor benefit greatly from true collaboration and open, honest communication.

Communicating Expectations

First and foremost, supervisors and managers must clearly communicate expectations, including the criteria by which an employee will be evaluated. Use the first month of employment as an opportunity to develop a planning stage document that includes specific job duties, performance characteristics, goals and objectives. These goals should reflect both personal achievement and also how those achievements contribute to the team or department’s success.

Communication is a two-way street. As an employee, you must be willing to take some initiative and ownership over your own personal growth. Be open with your supervisor about the level of support you need to achieve the success criteria that has been established.

A supervisor should provide regular feedback (frequent if necessary). Feedback can be delivered informally, or it may be more efficient to schedule weekly or monthly one-on-one meetings. All supervisors and employees are encouraged to schedule a midpoint assessment to identify performance concerns and also to provide positive feedback.

Poor Performance

If unacceptable performance is evident, supervisors should address these concerns with you as soon as possible through an oral warning or counseling discussion, and this notification should be documented. This provides employees with an opportunity to adjust and improve prior to their annual review.

If improvements are not made, a supervisor may issue a Warning Notice of Substandard Performance. This is done if performance becomes substandard in one or more essential job function(s) or objective(s) that significantly impact overall performance. Supervisors must be sure that a current planning stage document is in place prior to issuing a warning notice or counseling discussion.

Let Us Help

If you, as the employee, need help solving a personal or work-related problem that is negatively impacting your performance, we encourage you to find a solution or seek advice by contacting the Employee Relations Manager or referring to the Employee Assistance Program.