Introductions
     • Name and Agency
     • How long worked as a 
      supervisor
     • How many employees do you 
      rate or review
     • Questions, issues, or concerns 
      on EPR
      Agenda for Today
       Managing Performance and Role of 
        Performance Appraisal
       Developing Standards
       Management Directive 540.7 
        (Amended)
       Writing Comments
       Identifying Employee Strengths and 
        Opportunities for Development
       Conducting the EPR Interview
   The Big Picture
     Performance Appraisal             Performance Managment
     • Short term                      •  Long term
     •                                 •  Standards & 
       Standards & expectations objectively identified
     • Performance is judged after the factexpectations linked to 
     • Form emphasized                    operation objectives
     •                                 •  Performance is planned, 
       Results emphasized & measured      motivated, and coached
     • Housed in HR Office
                                       •  Process emphasized
                                       •  Results & competencies 
                                          are essentials
                                       •  Conducted by 
                                          supervisors continuously
  Managing Performance
     Knowledge and        Knowledge and 
     Skills are present:  Skills are not 
                          present:
     • Motivation
     • Coaching           • Training
     • Feedback /         • Development
      EPRs                • Preceptorship
     • Discipline         • Mentorship
     • SEAP
   Performance Management
    • Continual 
     process, not an 
     isolated annual 
     event                Plan         Do
    • Enhances 
     performance
    • Plan                     Develop
    • Implement                Review
    • Evaluate