Boise State University’s performance management program is a mechanism for creating and maintaining ongoing communication between the supervisor and the employee. This system focuses on helping our employees achieve his or her best workplace performance.
- Online Training/Manager Toolkit
- Performance Management System
- Evaluation Forms and Samples
- Performance Evaluation
Performance Action & Improvement Plan
In support of the University’s commitment to attract, retain, reward and develop a high-quality workforce, Human Resource Service has developed this Performance Action/Improvement Plans Guidance for supervisors who feel that an employee’s performance or conduct is deficient.
Disciplinary Action/Corrective Action
Occasionally, it becomes necessary to discipline an employee in order to correct unacceptable behavior. The time to act is as soon as a problem develops. The main objective of discipline is to get the employee on track in meeting behavioral expectations and/or behaving safely and sensibly on the job.
- Classified Employees Disciplinary Action Policy
- Idaho State Board of Education Policy Section II Subsection L – Discipline – Adequate Cause
Problem Solving/Conflict Resolution
Human Resource Services Employee Relations staff partner with the employee and manager to resolve conflict and create workable solutions. Call an Employee Relations Specialist at ext. 6-1616 for assistance.
- Classified Employee Problem Solving/Due Process
- Classified Problem Solving Process Chart
- Classified Due Process Chart
- Discrimination Complaint Process
- Faculty Grievance
- Faculty Ombuds
- Harassment Complaint Procedure
- Professional Staff – Problem Solving/Due Process
Layoff and Re-employment
The layoff procedure assures equitable treatment when reduction in force becomes necessary. A layoff might become necessary because of a shortage in work or funds, reorganization, end of limited service appointment, employee’s failure to complete interagency promotional probation when demotion options are not available or the abolishment of one (1) or more positions
- Classified Employee Reduction in Force and Reemployment Preference Policy, Number 7420
- Classified Employee Reduction in Force and Reemployment Preference Policy
- Professional Staff Definition and Employment Contracts Policy
- Support and Resource for Employees who are Laid Off
All classified employees will serve a probationary period of 1,040 hours upon initial/entry appointment or promotion. The probationary period serves as an extension of the selection process and is an opportunity to evaluate a probationary employee’s work performance and suitability for the position. The probationary period also provides the employee an opportunity to determine if the position is a good match for their needs as well as the University’s needs. It is an opportunity for that employee to demonstrate the required knowledge, competencies and results necessary to be successful in the position.
A probation period may be extended for an additional specified period of time. An employee who does not meet expectation during the probationary period may be dismissed, however, must first be given the opportunity in writing to resign without prejudice; an employee who fails to resign may be terminated without cause assigned and without the right to file for problem-solving or an appeal. (Ref. Section 67- 5309(j), Idaho Code, and Subsection 210.04)
Employee Assistance Program
The Employee Assistance Program offers confidential support, expert information and valuable resources for all of like’s issues. Services are available 24 hours a day, 7 days a week, at no cost to the employee for five visits.