Source: https://policy.boisestate.edu/human-resources/policy-title-classified-employee-performance-evaluation/
Timestamp: 2017-09-23 21:46:26
Document Index: 659903330

Matched Legal Cases: ['§ 67', '§ 67', '§ 140', '§ 141', '§ 151', '§ 154', '§ 190', '§ 210', '§ 190']

Policy Title: Classified Employee Performance Evaluation - Policy Manual
/ Policy Title: Classified Employee Performance Evaluation
Policy Title: Classified Employee Performance Evaluation
Boise State University Policy #7400
To convey requirements to evaluate performance of Classified employees in a manner consistent with Idaho Code and Idaho Administrative Code.
Idaho Code § 67-5302(5)
Idaho Code § 67-5303(B)
Idaho State Board of Education Section II Subsection E
Idaho Administrative Code (IDAPA) 15.04.01 § 140, § 141.01.a, § 151, § 154, § 190 and § 210
Applies to all University Classified Employees
Classified Staff – Those appointed to or holding a position in any department of the state of Idaho which is subject to the provisions of the merit examination, selection, retention, promotion and dismissal requirements of Idaho Code Title 67, Chapter 53.
Boise State University’s Performance Management System is intended to provide an objective evaluation of an employee’s performance based on established expectations for the position, and to identify an employee’s strengths and weaknesses and where improvement is needed.
Performance 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). An employee’s failure to meet established performance standards may be cause for disciplinary action, up to and including dismissal under IDAPA § 190.
1. Supervisors who evaluate classified employees must receive training on the performance evaluation process. Performance evaluation documents and online performance management process training can be accessed through the HRS website.
3. Supervisors are required to manage performance on a consistent basis; this includes completing performance evaluations for all classified employees under their direct supervision.
5. An employee’s signature on their evaluation form indicates only that the evaluation has been discussed with him/her, not that (s)he agrees with the evaluation’s content. An employee’s refusal to sign the evaluation should be noted on the evaluation form by the supervisor.
7. Supervisors should review performance evaluations when considering promotions, transfers, demotions, separations, reassignments, merit increases or bonuses.
1. Classified employees must be evaluated after 1,040 hours of credited state service from date of initial appointment or promotion, and after each two thousand eighty (2,080) hours of credited state service (annually) thereafter. In addition, evaluations may be conducted after 1,040 hours of credited state service from date of transfer, reclassification, reassignment or reinstatement. Part time employees must be evaluated on an annual basis.
2. Supervisors have a ninety (90) day grace period after each two thousand eighty (2,080) hours an employee works to complete the performance evaluation. During that 90 day time frame, the evaluation may be written to cover the two thousand eighty (2,080) hours or extended to also cover the time frame up to the date of the evaluation.
3. All credited state service for which there is no performance evaluation on file will receive seventy-five thousands (.075) points per credited state service hour. A supervisor’s failure to document performance in a timely manner cannot be used to disadvantage an employee during retention point calculation.
A. If an employee’s overall rating is “Does Not Achieve Performance Standards,” a special evaluation may be required to document any improvement, continued problems, or new problems with the employee. Supervisors should contact HRS for assistance with special evaluations.