LETTERS AND SCIENCE EMPLOYEE DEVELOPMENT PLAN (EDP)
Date:
Department:
Employee Name:
Supervisor’s Name:
Review Type: Choose Review Type
Review Period:
Review Date:
Date of Last Review:
to
PURPOSE:
The purpose of the EDP is to provide guidance and support for the highest levels of employee performance, and to focus on
the employee’s professional growth. An Employee Development Plan must be completed minimally on an annual basis by
every employee and their immediate supervisor. Emphasis should be placed on:
1. Aligning employee goals with Department, L&S, and UWM strategy, goals, and values
2. The employee’s professional and career development goals
EDP PROCESS:
1.
Supervisor obtains employee’s most recent PD and performance standards
2.
Supervisor notifies employee of EDP discussion date, allowing employee up to 10 working days to complete SelfAssessment. With notification, Supervisor provides the following to the employee:
a. Current PD and standards
b. EDP Part 1
c. EDP Part 2
3.
Employee completes self-assessment on EDP parts 1 and 2 and sends to supervisor prior to EDP meeting.
4.
Supervisor adds Manager Rating and Manager’s Observations to the form, along with any additional goals for
discussion and schedules EDP meeting.
5.
EDP meeting - the employee and supervisor should:
A. Discuss attainment of goals that were established for the year in review.
B. Discuss supervisor’s and employee’s assessment of employee’s job performance, including clarification of
performance factors ratings and discussion of strengths & proudest moments and improvement opportunities.
C. Establish together the performance and professional development goals and actions for the upcoming year.
D. Discuss employee’s longer-term career interests and establish related professional development goals and actions.
E. Review and discuss employee’s PD and related standards for the upcoming year.
Within 10 working days of EDP discussion:
1.
Supervisor completes EDP document based on discussion, along with updates to PD and Performance Standards.
2.
Employee and Supervisor sign and forward to Department Chair. The employee may also add comments to the
signature page of the EDP document at the time it is signed. Employee and Supervisor retain a copy of the goals pages
for periodic follow-up and discussion.
3.
The supervisor should forward the following to the appropriate Department Chair/Director/Dean for signature:
a. The signed version of EDP Part 1
b. A copy of EDP Part 2
c. If updates are necessary, PD and standards established for upcoming year
4.
Department Chair/Director/Dean signs and forwards L&S HR for review and Personnel File.
5.
L&S HR forwards original to campus HR and provides copies to Employee and Supervisor.
The completed, signed EDP should be printed double sided if possible.
A. PERFORMANCE FACTORS:
Performance factors ratings are based on performance of responsibilities as described in the position description and
performance standards.
Functional Area
Employee
Rating
Manager
Rating
Overall:
The employee demonstrates an understanding of goals
and knowledge specific to their position through the
application of related policies, procedures, technologies,
and/or concepts.
Rating
Rating
i.
Applies necessary skills, both technical and nontechnical, to accomplish assigned tasks.
Rating
Rating
ii.
Consults appropriate staff, internal or external resources
as needed.
Rating
Rating
iii.
Exhibits knowledge of and adherence to group,
departmental, College, and University policies and
procedures.
Rating
Rating
iv.
Demonstrates willingness to learn new practices and
adjust to changes in assignments or working conditions.
Rating
Rating
v.
Works to remain current in the field of work.
Demonstrates an awareness of new practices,
approaches or technology by utilizing this knowledge in
related work activities.
Rating
Rating
Job Knowledge
Description
Employee’s Self-Observations
Strengths, Proudest Moments
& Accomplishments
Improvement Opportunities
Manager’s Observations
Strengths, Proudest Moments
& Accomplishments
Improvement Opportunities
Functional Area
Respect &
Community
March - 2012
Description
Employee
Rating
Overall:
Manager
Rating
Rating
Rating
The employee values the campus community by
showing consideration for the needs of faculty, staff
and students. Exemplary behaviors and actions are
modeled through responsiveness and a willingness to
help shape and foster the L&S and/or Department
connection to campus.
i.
Handles interpersonal relationships and conflicts in a
professional and constructive manner.
Rating
Rating
ii.
Helps build and maintain productive partnerships with
internal and external customers and colleagues.
Rating
Rating
iii.
Supports the mission, goals and priorities of the
Rating
Rating
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Department and UWM.
iv.
Shares knowledge and information willingly.
Rating
Rating
v.
Exercises courtesy, tact, and diplomacy in all dealings
with internal and external customers and colleagues.
Rating
Rating
vi.
Welcomes feedback to promote improvement and
progress.
Rating
Rating
vii.
Anticipates how Work Group, Departmental &/or L&S
policies, procedures, and services will impact the
campus/customers and takes appropriate action.
Rating
Rating
Employee’s Self-Observations
Strengths, Proudest Moments &
Accomplishments
Improvement Opportunities
Manager’s Observations
Strengths, Proudest Moments &
Accomplishments
Improvement Opportunities
B. MANAGER’S OVERALL ASSESSMENT FOR TIME PERIOD COVERED IN THIS REVIEW
Circle the letter that best matches your overall assessment of job performance over the review period. The overall
assessment should be supported by observations provided above.
(E)
(A)
(B)
The employee consistently exceeds expectations and performance standards.
The employee meets or exceeds expectations and achieves all performance standards.
The employee’s performance is below expectations at times. Some performance standards are met, or
performance standards are not consistently met.
(DN) The employee consistently does not meet expectations and is at risk due to unmet performance standards.
C. EMPLOYEE COMMENTS:
After meeting with your manager, you may add your comments here. (Attach additional sheets if necessary.)
D. FINAL STEPS:
Please initial to verify the following have been completed before forwarding to Director or Dean and L&S HR:
___ Attach EDP Part 2 (Goals Document)
___PD and Standards for review period have been reviewed with employee
___ PD needs to be updated and is attached
___ PD needs to be updated and is NOT attached
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SIGNATURES:
Our signatures indicate that we have seen, discussed, and understand the contents of this Employee Development Plan.
______________________________________
Employee’s Signature
____________________
Date
______________________________________
Supervisor’s Signature
____________________
Date
______________________________________
Manager/Director/Chair’s Signature
____________________
Date
______________________________________
L&S Reviewer Signature
____________________
Date
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