Employee Performance Communication System (EPCS)

For NASA employees to continually improve their performance, they must have a clear understanding of their organization’s goals and objectives, and receive continuing feedback regarding their performance. The most effective way for supervisors to provide feedback is through a combination of formal and informal means. The Employee Performance Communication System (EPCS) is the formal tool that ensures open communication exists between supervisors and employees during the formal planning, monitoring, and reviewing of performance.

The EPCS:

• Establishes the policies and parameters under which NASA’s performance appraisal program operates
• Focuses on two-way communication
• Is a 5-level system: “distinguished”, “accomplished”, “fully successful”, “needs improvement”, or “unacceptable” summary ratings
• Can contain critical elements and non-critical elements. At least one must be a critical element.
• Requires linkage from employee job element to strategic plan
• Is based on a rating period from May 1 through April 30
• Provides the basis for annual performance awards.

• Implications for Your Organization
• Your Responsibility as a Supervisor
• Resources to Assist You:
• Tools and Forms
• People to Contact
• Documents
• Links
• Key Dates to Remember
• Detailed Guidelines:
• Developing and Communicating Performance Plans
• Evaluating Employee Performance
• Assisting Employees to Improve Unacceptable Performance
• Recognizing and Rewarding Positive Performance
• Supervisory Feedback Process
• Tips for Effective Performance Appraisal Sessions
• Maintaining and Reviewing Employee Performance Files (EPF)

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Last Modified 03/16/2006