Why do we need an SDP? Is it intended to replace the Employee Performance Management System (EPMS) by which all staff are evaluated and rewarded?
EPMS and the SDP are entirely different concepts. Even at its best, EPMS only reviews staff performance and rarely been employed as a consistent basis for encouraging staff excellence in any fashion. Until now, it has been largely a supervisor’s prerogative to hand out raises or other incentives based on whatever criteria the supervisor chooses to use (EPMS, personal opinion or undocumented whim). As a result, raises often have been arbitrary and inconsistent for those few staff who have received them at all. And, for most, raises based on clearly defined performance and merit have been largely non-existent. There has been no transparency in the process nor any focused effort to tie salary adjustments to documented employee value to the University in its totality.
