CSI Performance Management System

Guidelines

There are five critical components of performance management in the College of Southern Idaho's Performance Management System. These have been identified as vital to quality performance management and have become our guidelines.

Star1. 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 are competencies and critical work behaviors that are necessary for job success and ensure consistency across the College. All employees are to be evaluated on these Core Performance factors.

4. Summarize Performance and Summarize (4-Q format) or Summarize and Assign an Overall Rating (Long format) - An overall summary or summary and rating of the employee's performance during the rating period is completed for all employees. This allows supervisors to to summarize performance, support salary increases, and identify employee development opportunities. Rating levels may be printed here.

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 department and the Mission of the College.


Rating Levels

Strongly Agree– This employee is very accomplished in all work areas and demonstrates consistently proficient and solid performance in managing work expectations; exhibits sustained support of organizational goals. This employee is effective, consistent, and competent in working and communicating with staff; may train and guide staff and holds them accountable to meet job expectations and objectives; demonstrates ethical behaviors that result in positive working relationships.

This employee consistently demonstrates significant knowledge, skills, and abilities required to accomplish responsibilities. This employee models a high work ethic. This employee skillfully handles a variety of interpersonal situations. This employee typically performs above expectations in meeting deadlines, using critical thinking skills, and creativity to accomplish tasks, projects, and objectives. This employee often seeks out additional responsibility. This employee does not need direct supervision.

Agree – This employee meets job expectations. This employee may require more supervision at times, 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 is cooperative and treats customers, co-workers, and supervisors with respect and courtesy.

Disagree – 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.


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