Performance Management System

The State of Idaho has rolled out a new Performance Management System that all agencies are mandated to implement. The performance management system underwent a variety of process changes that included:

1. Going from the State's two-level (pass/fail) rating system to a Four-Level Rating System (BSU had a 5-level rating system)
2. Adding rating level definitions for each of the four rating levels. The new four-level rating categories & basic definitions are as follows:
   • Exemplary (EX): This employee performs at a level that results in significant accomplishments that may not have been otherwise achieved.
   • Solid Sustained (Exceeds Expectations) (SS): This employee is very accomplished and performs above expectations in all work areas and demonstrates consistently proficient and solid performance in meeting deadlines, using critical thinking skills, and creativity to accomplish tasks, projects, and objectives.
   • Achieves Performance Standards (APS): This employee meets job expectations OR this employee is developing new skills and gaining new knowledge.
   • Does Not Achieve Performance Standards (DNA): This employee's performance needs improvement and/or is inconsistent.
3. In addition to the current core competencies, there are new additional "performance standards". [For all employees they added Adaptability/Flexibility and for supervisors/managers they added Decision Making/Problem Solving ].
4. New evaluation templates were developed.

The changes in the performance management system were necessary because of employee and survey feedback, legislative request, the necessity to stay abreast of industry best performance management practices and an opportunity to recognize top performers.

The new performance management process is supported with some solid on-line training that will assist managers in: reviewing established job expectations, reviewing employee performance standards, establishing new performance expectations, summarizing individual job performance, assigning an overall rating, and coaching on how to conduct the evaluation meeting along with establishing employee development plans.

In addition, Senate Bill 1363 has resulted in considerable changes for state human resource functions. One change is the requirement that supervisors be trained on all aspects of the new performance management system. Section 12.67-5309.7 states, "all supervisors who evaluate state employees shall receive training in the evaluation format and process to assure fairness and consistency in the evaluation process."

Go to the HRS link below to get trained and learn more about Boise State's Performance Management Process:

http://hrs.boisestate.edu/pfm/perftips.shtml