Sign up for Performance Evaluation Training
Professional and Classified Staff – March 1
Faculty – April 15
Employee without Supervisory Responsibilities
Employee with Supervisory Responsibilities
Employee Self-Evaluation Supervisors, this is an optional tool that can make the performance evaluation process much more productive and meaningful. We encourage you to have your employee complete the form prior to their performance evaluation meeting. (The form does not need to be submitted with the evaluation)
Email completed evaluations forms to Evaluations@BoiseState.edu
Performance Evaluation Training
Please contact Jordy LePiane, Employee Relations, to request a training session for yourself or your department. Jordy can be reached at 6-1536 or firstname.lastname@example.org.
Evaluations are an important component of employee development and should be used to inform personnel actions such as promotion, transfer, demotion, retention, separation, as well as the affirmative certification for merit increases (including bonuses). For questions or additional information contact Employee Relations at (208) 426-1616 or via email at HRS@BoiseState.edu
Rating Guide (Expanded Definitions)
(3) Exemplary Performance – This employee performs at a level that results in significant accomplishments that may not have been otherwise achieved. This employee seeks out responsibility; shows a comprehensive understanding of the job objectives and is exemplary in meeting them. This employee is a master of the skills and abilities required for the job; is highly knowledgeable; may be sought out by others for job leadership, counsel, information, and/or direction. This employee may mentor or teach others; is a team player; creates and maintains positive working relationships; and is a role model and champion for Boise State’s Standard of Conduct, and other behaviors necessary for success. This employee completed complex or difficult assignments intelligently and effectively. This employee is innovative and produces an exceptional quantity of work, often ahead of schedule and with little supervision. The employee utilizes collaborative communication, actions, behaviors and work skills and develops effective working relationships with others; improves cooperation among participants in the workplace and prevents misunderstandings. This employee is proactive and demonstrates foresight in correcting situations that may cause future problems. This employee demonstrates innovation in meeting work demands and may demonstrate leadership skills.
(2) Exceeds Expectations Performance (Solid Sustained) – This employee is very accomplished and performs above expectations in all work areas and demonstrates consistently proficient and solid performance in meeting deadlines, modeling the Standard of Conduct, and using critical thinking skills, and creativity to accomplish tasks, projects, and objectives.
(1) Achieves Performance Standards – This employee meets job expectations. This employee may sometimes require more supervision, and work may require more revision or adjustment to meet expectations. Assignments are completed but occasionally require assistance from supervisor or peers. OR This employee is developing new skills and gaining new knowledge, leading toward performing all expectations and objective of the job. This employee may be new to the position or job duties and may not have completed a full work cycle; this employee is still learning the job. This employee may need time to develop skills to be more proficient in the current position. This employee supports and complies with the University’s Standard of Conduct, and is cooperative and treats customers, coworkers, and supervisors with respect and courtesy.
(0) Does Not Achieve Performance Standards – This employee’s performance or behavior needs improvement and/or is inconsistent or unacceptable. This employee may fail to meet one or more core performance standards and/or key job expectations and has had an identified action plan to ensure progress toward achieving all performance standards. Work previously identified as less than acceptable has not reached the expected level of performance.