Performance Management System

There are six critical components of performance management in Boise State University's Performance Management Program. These have been identified as vital to quality performance management and have become our guidelines.

Guidelines

1) Establish key job responsibilities - A critical element and first step in performance planning is to define the primary purpose and responsibilities of the position.

2) Review established performance objectives - This is a review of objectives that gave the employee focus and direction for the review period.

3) Review employee performance - Core performance standards arre core competencies and critical work behaviors that are necessary for job success and ensure consistency across Boise State University. All classified and professional staff employees are to be evaluated on these core performance factors. The core performance factors are just the major headings or categories of the standards. The core performance standards are expanded definitions of the performance factors. There are two sets of performance factors and standards - one set for all employees and the second set are additional factors and standards for those employees who are supervisors/managers (see below). Additional standards may be added by supervisorsadministration (the employee must be notified of any changes). See tables below.

4) Summarize Performance and Assign an Overall Rating - An overall summary and rating of the employee's performance during the rating period is completed for all employees. This allows supervisors to recommend successful completion of probationary periods (for classified staff only), to summarize performance, to support merit increases, and to identify employee development opportunities. The University recommends supervisors rate each performance standard that supports and justifies one or provide an overall rating.

5) Establish Performance Objectives for Next Rating Period - These are mutually developed and recorded by employee and supervisor. They provide direction and outline job expectations for the future. They link to goals and objectives of the team, department, and the mission of the University.

6) Review Employee Development Plans - This component is the responsibility of both supervisor and employee. Together they develop strategies that allow development of skills, knowledge, and abilities that lead to improved job performance. Employee development provides avenues for increased job satisfaction and for reaching one's full potential within the job.

Below are two tables showing performance factors with accompanying standards.

Employee Performance Standards

Customer Service

Describes how well the employee works with internal and external customers to achieve desired results and maintain positive customer relationships and professional image. Employee expected to be polite and efficient in working with customers.

Interpersonal Skills

Describes how well the employee establishes and maintains effective work relationships. Demonstrates sensitivity to others and has good communication and listening skills.

Dependability

Describes how well the employee completes assigned work in a timely manner, keeps commitments, is accountable, and stays balanced under pressure. The employee meets attendance requirements.

Quality

Describes the employee's work in terms of consistency, thoroughness, and accuracy. The employee supports and participates in continuous improvement in work processes, services or products. Demonstrates ethical dealings, effective problem solving skills and meets quality standards set by supervisor.

Productivity

Describes how the employee manages and completes workload expectations by setting and following priorities, using time effectively and achieves work goals. Demonstrates the knowledge and skills needed to do the job.

Adaptability/Flexibility

Describes how well the employee adapts to change and is open to new ways of doing things. Demonstrates willingness to learn and apply new skills or methods in completing work assignments or projects.

Work Environment/Safety
Compliance with laws, policies and procedures

Describes how well the employee promotes and supports a respectful workplace. Demonstrates support and compliance with general conditions of employment, EEO, security, and workplace safety policies. Demonstrates ethical behaviors and decision-making and compliance with appropriate federal, state laws, SBOE and University policies and procedures.