What does EPRS mean?
EPRS stands for Employee Performance Review System. EPRS is a tool used by supervisors and bargaining unit employees to plan and evaluate employee job performance.
Why do I have to do EPRS?
Employee performance evaluation is required by Massachusetts Law. The method for doing the evaluation was developed and negotiated through collective bargaining with the unions. EPRS is important because it provides a way for employees, supervisors, and managers to see how, and ensure that, they are helping to achieve agency goals and objectives. EPRS lets managers and supervisors see how productive their employees are in carrying out their job duties. Additionally, it helps employees know exactly what their job duties are and what their supervisors expect from them.
Who develops a Remedial Development Plan?
Supervisors develop Remedial Development Plans for any employee whose mid-year and/or annual evaluation receives a rating of “Below”.
What are "main job duties"?
Job duties describe the “what”, “how,” and “why” of work assignments. The main job duties are those duties which are most frequently performed and are most important for that performance review year.
What is "performance criteria"?
Performance criteria describe what the supervisor and the employee mean when they say that a job duty is done right. The performance criteria will be used when it is time to review actual job performance.
Are there different kinds of progress reviews?
Yes, there are two kinds of progress reviews.
There are informal progress reviews which are short meetings held regularly with the employee to look at what is working and where there are problems in getting the work done.
There is one formal progress review meeting required by EPRS. The purpose of this meeting is to point out good work while also addressing areas of performance requiring improvement. When there are problems, the supervisor will help the employee to look at how to do the work successfully. At this time, the supervisor goes over the work with the employee and rates performance on each duty, as well as overall job performance.
What is the difference between an “advisory” rating and an “annual review” rating?
An "advisory" rating is given at the mid-year review to advise the employee of their performance thus far. These mid-year ratings are not the final rating. The "annual review" rating is based on the employee's performance from the entire year and will be given at the conclusion of the fiscal year. Final ratings may be used as the basis for personnel decisions such as salary and step increases, promotions, transfers, and reassignments.
Is it OK to give a supervisor input?
Yes, an employee should give their input any time throughout the three stages. The success of the EPRS is based on two-way communication. It is important that the supervisor and employee are able to express any thoughts, concerns, or opinions they may have on any aspect of the job duties, responsibilities, and performance.
What happens if an employee refuses to sign the EPRS form at any stage?
Signing the EPRS form only means that the employee understands what is expected of them. If an employee does not sign the form, they will still be responsible for the job duties and criteria, evaluated on their performance, and the form will become a part of their personnel record.
Once a job duty is on the EPRS form, is it possible to change it? Can a supervisor add more?
The answer is yes to both questions. Job duties and criteria can always be revised, added, or even deleted, depending on the mission and goals of the agency. Any change in job duties must be discussed between the supervisor and employee, and an official change must be made on the EPRS form.
How will the evaluation be used?
The completed EPRS form becomes a permanent part of an employee’s personnel file. EPRS can be used when:
- Taking disciplinary actions
- Determining necessary job training or development
- Making decisions about a promotion and job assignment
- Deciding if an employee will get a step raise and/or salary increase
Is a supervisor required to write comments on an EPRS form?
Yes, a supervisor is required to write comments on an EPRS form when they give their employee a rating of either “Below” or “Exceeds/Excels.”