Employee Performance Management System (EPMS)

The College’s employee performance management system (EPMS) is our annual staff evaluation process.  It is designed to be a communication tool between supervisors and employees by establishing clear success criteria, along with performance and professional development goals.  Once annual performance plans are established, managers are encouraged to regularly communicate with employees throughout the year to ensure expectations are clear and that performance is on track.  Performance success criteria and goals are tied to the College’s strategic plan ensuring alignment with the mission and core values of the College.

For more information about the College’s EPMS process, refer to the EPMS Policy.

Additional EPMS resources can be found in the Human Resources Hub webpage, here. 

PeopleAdmin - EPMS

How to Access EPMS Inbox

To access your Employee Performance Management Inbox follow these steps:

  • Navigate to PeopleAdmin
  • Click on the button with three dots located on the left hand side of the main page
  • Select "College of Charleston Employee Portal" under "Other Tools"

For additional resources on EPMS please visit the Human Resources Hub. 

Frequently Asked Questions

Find answers to frequently asked questions regarding employee performance management system.
  • What is the purpose of the Employee Performance Management System?

    • To provide an accurate and objective method to evaluate employees;
    • To improve the work performance of employees in order to enhance efficiency and productivity;
    • To assist management in assigning work and delegating responsibilities based on a mutual understanding of the employee's skills and abilities;
    • To encourage continued growth and development of all employees; and
    • To provide documentation to support recommendations for salary increases, promotions, transfers, demotions and dismissals.

  • Does everyone get reviewed?

    All permanent classified staff shall be given an annual appraisal.

  • Who is the person responsible for rating my performance?

    All performance appraisals shall be made by the employee's supervisor who has first-hand experience or knowledge of the work being performed;

    • The appraisal is then reviewed by the next higher level supervisor, unless the appraiser is the agency head;
    • This review takes place before the performance evaluation is discussed with the employee.
  • How does this process begin?

    When an employee begins a new position, the supervisor should explain the performance evaluation and their expectations for each trait and characteristic. Using the position description as a guide, a plan should be made for job duties and goals.

  • Will my ongoing performance be discussed?

    Yes, the employee's supervisor should continue to provide performance feedback to the employee throughout the review period.

  • Are there various performance levels?

    Exceptional

    • Performance that is characterized by exemplary accomplishments throughout the rating period; performance that is considerably and consistently above the criteria of the job duty or trait/characteristic. 

    Superior

    • Performance that is above the criteria of the job duty or trait/characteristic throughout the rating period

    Successful

    • Performance that meets the criteria of the job duty or trait/characteristic.

    Unsuccessful

    • Please note prior to a supervisor assigning a rating of unsuccesful to an employee on any essential job duty or gal, the supervisor must consult HR. 
    • Performance that fails to meet the criteria of the job duty or trait/characteristic. An Unsatisfactory rating requires explanation. A specific plan of action must be developed to bring employee up to standard.
  • Will I be given notice if my supervisor feels that my performance is substandard

    If an employee is not performing satisfactorily during their probationary period, the employee shall be terminated before becoming a covered employee.

    • Until an employee has completed the probationary period and has a "Successful" or higher overall rating on their evaluation, the employee has no grievance rights under the State Employee Grievance Procedure Act. This means that the agency is not required to follow the "Substandard Performance Process" to terminate a probationary employee.
    • Once the employee has completed the probationary period and has a "Successful" or higher overall rating on their evaluation, supervisors should provide the employee with a written warning notice of substandard performance at least 30 calendar days prior to that employee receiving a "Unsuccessful" rating.
    • An official warning notice shall be in writing addressed to the employee and labeled as a warning notice of substandard performance. This notice shall also specify the deficiencies in the employees performance and ways of improving performance. A time period for improving will be specified along with the possible consequences if no improvement is shown. This warning notice is signed by the supervisor and the employee.
    • During the warning period, the employee and the supervisor shall have regularly scheduled meetings during which they shall discuss the employee's progress.
    • These meetings shall be documented and included in the employee's official personnel file.
  • During my review period my supervisor hasn't completed my review, what happens?

    Annual Review Performance Review:

    If an employee does not receive a performance appraisal prior to their performance review submission deadline the employee will receive a "Successful" rating by default.

  • Do I receive a copy of my Employee Performance Evaluation document?

    Employees may see their evaluations through PeopleAdmin.

  • Who do I contact to get more information?

    Please reach out to epms@charleston.edu for additional support.

Resources for PeopleAdmin EPMS