Boise State University

Employee Performance Evaluation Summary Form

Evaluation Period: 07/02/2006 to 06/30/2007
Evaluation Meeting Date: 05/15/2007
Employee: John Doe Employee ID: 000000000 Phone: 426-0000

Job Title: Administrative Assistant I PCN: 00000

College (If Applicable): Department: Human Resource Services
Immediate Supervisor/Manager: Jake Doe Title: Manager Phone: 426-0000

Type of Review:
X Annual Review Promotion Probation (Classified Employees Only)
Entrance Probation (Classified Employees Only) Special Evaluation
Special Evaluation Required/Requested – Date:

Overall Performance Rating (see expanded definitions on page 2):

(3) Exemplary Performance
X (2) Solid Sustained Performance (Exceeds Expectations)
(1) Achieves Performance Standards
(0) Does Not Achieve Performance Standards (Supervisor: This requires a special follow-up evaluation. Please contact HRS at 426-1616
to coordinate a follow-up special evaluation and performance improvement plan).

Supervisor Summary Comments (attach additional sheet if necessary):

Consistently goes above and beyond to be of service to any and all users of HRS/T&D services. He brings a positive
attitude, creativity, and focus to all assignments.

Employee Comments (attach additional sheet if necessary):

Signature Section: (Signature acknowledges review/update of PDQ or JDQ, discussion of evaluation, but it does not necessarily imply agreement. The
immediate supervisor, chair, department director/dean must sign. Departments must check with the Provost/Vice President/President to determine if next review level
is required.)

Employee (Print Name and Sign) Date Immediate Supervisor’s Signature Date

Second Level Supervisor (Print Name, Title, and Sign) Date

Third Level Supervisor (Dept. Dir/Dean) (Print Name, Title, and Sign) Date

President, Provost, or Vice President (If required) Date If signature is not required, check here

Please return completed evaluation to:

Human Resource Services MS: 1265 ● 1910 University Drive, A-218 ● Boise, Idaho 83725-1265

Revised: 01/2009
 Boise State University
Employee Performance Evaluation Instructions and Expanded Definitions
Instructions:
The Performance Evaluation should include, at minimum, the following items:
1. Completed Summary Sheet which must include an overall performance rating
2. Outline of major job functions and duties
3. Review and update of position JDQ or PDQ
4. Supervisor’s evaluation of employee’s performance with respect to major job functions and duties, any previously established
performance goals, and standards
5. Performance goals and measures for next evaluation period (include employee professional development goals).

Introduction:

The Classified and Professional Staff Performance Management system utilizes the University’s Statement of Shared Values as the
foundation that characterizes the University community. It describes the overarching principles for evaluating the general manner in
which work is expected to be performed within the University community.

While not all of the University Shared Value concepts may relate to each position, such as volunteering within the University
community or participating fully in the academic community’s pursuit of knowledge, we remind supervisors that the Shared Values
serve as a guide for managers and an opportunity to open discussions about the University’s commitment to personal and social
development, educational excellence, and civic engagement.

The University Standards of Conduct clearly describe how Boise State employees are expected to conduct themselves ethically, with
integrity and civility. The Standards of Conduct are set out as a separate area that is to be used as an over-arching guide to evaluating
the employee’s performance.

Boise State University Statement of Shared Values:

• Academic Excellence – engage in our own learning and participate fully in the academic community’s pursuit of knowledge.

• Caring – show concern for the welfare of others.

• Citizenship – uphold civic virtues and duties that prescribe how we ought to behave in a self-governing community by
obeying laws and policies, volunteering in the community, and staying informed on issues.

• Fairness – expect equality, impartiality, openness and due process by demonstrating a balanced standard of justice without
reference to individual bias.

• Respect – treat people with dignity regardless of who they are and what they believe. A respectful person is attentive, listens
well, treats others with consideration and doesn’t resort to intimidation, coercion or violence to persuade.

• Responsibility – take charge of our choices and actions by showing accountability and not shifting blame or taking improper
credit. We will pursue excellence with diligence, perseverance, and continued improvement.

• Trustworthiness – demonstrate honesty in our communication and conduct while managing ourselves with integrity and
reliability.

Forni, P.M. (2002). Choosing civility: The twenty-five rules of considerate conduct. New York: St. Martin’s Griffin. Josephson, M.
(2002). Mang ethical decisions. Los Angeles: Josephson Institute of Ethics.

Revised: 01/2009
Rating Guide:
(3) EX – Exemplary Performance: This employee performs at a level which results in significant accomplishments that may
not have been otherwise achieved.

(2) SS – Solid Sustained Performance (Exceeds Expectations): This employee is very accomplished and performs above
expectations in all work areas and demonstrates consistently proficient and solid performance in meeting deadlines, using critical thinking
skills, and creativity to accomplish tasks, projects, and objectives.

(1) APS – Achieves Performance Standards: This employee meets job expectations. OR This employee is developing new
skills and gaining new knowledge.

(0) DNA – Does Not Achieve Performance Standards: This employee’s performance needs improvement and/or is
inconsistent or unacceptable.

Rating Guide (Expanded Definitions):

(3) Exemplary Performance (Significantly Exceeds Expectations) – 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; is a role model for
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) Solid Sustained (Exceeds Expectations) – This employee is very accomplished in all work areas and demonstrates consistently
proficient and solid performance in critical areas and exhibits sustained support of goals; is effective, consistent, and competent in
meeting job expectations. This employee demonstrates ethical and collaborative behaviors that result in positive working
relationships; consistently demonstrates significant knowledge, skills, and abilities required to accomplish job expectations.

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.

(1) Achieves Performance Standards (Meets Expectations) – 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 is cooperative and treats customers, co-workers, and supervisors with respect and courtesy.

(0) Does Not Achieve Performance Standards (Unacceptable) – 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.

Revised: 01/2009
 Boise State University
Employee Performance Evaluation

Key Responsibilities:
List the employee’s key responsibilities or primary purpose (Refer to (Position job description) and/or JDQ (Job Description Questionnaire) and
update if necessary. “Key responsibilities” are the major functions or major areas of responsibility assigned to the position.
Option 1: Establishing Key responsibilities for new employee to position (taken from PDQ)

Responsibility Duties
1. Customer Service Represents the department and assists callers and visitors, and answers customer
questions.
Provides in-depth information about departmental services, programs, and policies.
Interprets University policies and procedures to determine appropriate resolution of
problems and issues.
Handles angry, upset or difficult customers.
In an academic department, acts as a “quasi-advisor”, requires in-depth
knowledge of a variety of programs, degrees and course requirements, advises
student regarding academic processes, and schedules student/faculty conferences.

2. Schedules/Arrangements Schedules meetings and appointments. Makes room reservations, arranges

catering, and coordinates logistics.
Plans conferences and events including logistical arrangements, registrations,
catering, etc
Makes travel reservations.
Processes travel requests and follows up with reconciliation of travel charges and
receipts.

3. Record-keeping Maintains files and databases for programs, students and other records. Gathers
and compiles information for reports.

Tracks and reconciles budgets for a variety of accounts. Understands account

structure & policies regarding payments and charges.

Processes forms for a variety of business functions, such as purchasing of supplies,

tracking and reconciliation of accounts, and provides follow up reports.

Researches problems, collects information, and determines or recommends course

of action for resolution.
4. Correspondence Composes and word processes correspondence such as letters and memos, reports and
other documents for supervisor’s or own signature. Documents may include sensitive and
confidential information.
Edits documents and reports, finalizes formats and arranges for printing of materials.

Option 2: For ongoing key responsibilities –

Provide support for Training & Development office of HRS. Manages training logistics: coordinates and advertises
training schedules; improves training processes (forms, registration, room usage); schedules electronic classroom and
other training sites; Review sand updates content on HRS Website; assists with web enhancements. Coordinates training
and development supported training activities. Provides back up assistance and support to EEO/AA Officer and their
administrative assistant…..

Revised: 01/2009
Review of Past Performance Objectives:
Record objectives from the previous review period or initial employment objectives established for new employee in the space below. Provide
feedback regarding the extent to which each objective was fulfilled within the Employee Performance Standard Section below. Also note changes (if
any) to original objectives.

Option 1 – Sample:

Objective 1 - Customer Service:

Objective 2 – Schedules/Arrangements:
Contact additional presenters for Brown Bag lectures and mini-training sessions – coordinate room arrangements,
equipment needs, and training advertisements.

Objective 3 – Record-keeping:

Harassment Prevention: Track Harassment Prevention participation by department and send out reminders and follow up
for new employees (on-going)

Coordinate training registrations and send out confirmation letters, provide instructors with attendance sheets, evaluation
forms and follow-up services

Objective 4 - Correspondence:

Coordinate training registrations and send out confirmation letters, provide instructors with attendance sheets, evaluation
forms and follow-up services
Contact additional presenters for Brown Bag lectures and mini-training sessions – coordinate room arrangements,
equipment needs, and training advertisements.

Objective 5 – Other Duties/Special Projects:

Update HRS Website with New Employee Orientation, Mediation, T&D Survey, and Training Resources. Coordinate
placement with web-master.

Option 2 - Sample:
Objective 1: Implement Web materials: New Employee Orientation, Mediation, T&D Survey, and Training Resources
link.

Objective 2: Harassment Prevention: Track Harassment Prevention participation by department and send out reminders
and follow up for new employees (on-going)

Objective 3: Contact additional presenters for Brown Bag lectures and mini-training sessions – coordinate room
arrangements, equipment needs, and training advertisements.

Objective 4: Coordinate training registrations and send out confirmation letters, provide instructors with attendance
sheets, evaluation forms and follow-up services.

Objective 5:

Revised: 01/2009
Employee Performance Standards:
The following standards must be addressed. Describe specific achievements and contributions this employee has made to further the department or
team’s accomplishments this year. Include specific areas needing performance improvement and include specific performance expectations and time
frames needed to achieve performance standards. All ratings must include specific evaluation comments to justify or clarify performance ratings.
See Expanded Definitions for rating examples.

Performance Standard: Standard of Conduct Rating: [ ]

Definition: Describes how well the employee manages follows, supports, champions and models the
following University Standard of Conduct:
1. Workplace Conduct: Acts fairly, collaboratively, and honestly in personal and group interactions
and helps create and maintain a non-discriminatory, harassment free, drug/alcohol free, and
respectful workplace. Ensures a safe work environment by adopting a proactive, cooperative
attitude toward health and safety.
2. Compliance: Understands and adheres to State and Federal laws and rules as well as complying
with University policies and other forms of guidance. Makes proper referrals for requests for
information from the media and elected officials. Uses acceptable processes (University policies
and procedures, chain of command, etc.) to bring issues to management’s attention to insure
compliance. Remains engaged through issue resolution.
3. Financial Stewardship: Insures accurate financial transactions and reports and maintenance of
internal controls. Utilizes University resources in an effective manner, identifies, discloses, and
avoids potential conflict of interest, and reports waste, fraud and/or abuse. Maintains the duty and
limits of confidentiality, including protecting the privacy of, and access to, records.
4. Individual Responsibility and Accountability: Demonstrates sound judgment, accepts
responsibility, and holds themselves accountable for meeting the highest standards of service as
well as established performance standards and developmental objectives.

Evaluation Comments:
John meets all of the University’s Standards of Conduct by ensuring and maintaining a safe and respectful workplace.
John is proactive in his interactions with faculty, staff, students, and visitors by processing their requests in a friendly,
respectful manner. He is always cheerful, even when responding to frustrated customers who may not understand
University policies or state rules. John makes every attempt to anticipate not only how he may make current transactions
successful but what the customer may also require in the future. John maintains confidentiality, completes accurate
payments for training provided and accepts responsibility for getting the customers inquiries answered correctly.

Performance Standard: Customer Service Rating: [ ]

Definition: 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.
Evaluation Comments:
I get numerous letters and notes of appreciation for the level of customer service that John provides to our customers. He
goes above and beyond in this area on a continual basis. His follow-up is amazing: He reaches out to his customers in a
variety of methods to insure that he has met their needs

Performance Standard: Interpersonal Skills Rating: [ ]

Definition: Describes how well the employee establishes and maintains effective work relationships. Demonstrates
sensitivity to others and has good communication and listening skills.
Evaluation Comments:
John is very careful in his communications. He wants to insure that he always says and does the right thing and that the
customer is happy with his level of service and interaction with T&D/HRS. He carefully crafts all written
communications and tailors it for the audience and the media (email, letter or web). He is politically savvy and
professional in all his interactions.

Revised: 01/2009
Performance Standard: Dependability Rating: [ ]
Definition: 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.
Evaluation Comments:
Although John’s work schedule is 20 hours, there is no wasted time. He is totally present and focused on his work from
the moment he enters the office until he concludes for the day. He is responsible and accountable for his actions and
follows up whenever an issue may arise. There are so many demands placed on this position that there are some tasks that
take longer or do not get completed within the timeframes initially projected; however, this is not any fault of John’s. He
covered for the Administrative Assistant II for EEO/AA for more than 3 months and was handling both jobs to the best of
his ability.

Performance Standard: Quality Rating: [ ]

Definition: 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, effectively problem solving skills and meets quality standards set by supervisor.
Evaluation Comments:
John is always thinking! He wants to improve processes, services and insure that T&D/HRS always looks good or
operates at its best! This is specifically noteworthy in the area of the T&D website, Let’s Talk sessions, and other training
opportunities we can provide to the campus.

Performance Standard: Productivity Rating: [ ]

Definition: 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.
Evaluation Comments:
John carries with him our goals and action items and updates the progress regularly. He is very focused on tasks and is
independent in how he carries out assignments. He will touch base to insure he is on track, note any other changes or new
information and to make sure no one is ever hit with a surprise. He is thorough in his approach to assignments.

Performance Standard: Adaptability/Flexibility Rating: [ ]

Definition: Describes how well the employee adapts to change and is open to different new ways of doing things.
Demonstrates willingness to learn and apply new skills or methods in completing work assignments or projects.
Evaluation Comments:
John exudes “Can do” attitude in everything he does. He steps up to the plate continually offering up support for others
within the department – data entry for _____ and back-up support for _____, last minute design of mediation business
cards and materials for a Benefits Fair, as well as research and assistance for other customers that utilize T&D services or
provide training for us. He flexes his work schedule to accommodate HRS staff meetings and any other needs that arise
(i.e. Employee Orientation programs, etc.).

Performance Standard: Work Environment/Safety Rating: [ ]

Definition: 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.
Evaluation Comments:
John is a true HR professional. He maintains confidentiality, is never involved in gossip or any negative workplace
behaviors. He is always looking out for ways to improve the workplace for others with an eye toward finding training
programs with an emphasis on safety (e.g. workplace violence, ergonomics, etc.)

Revised: 01/2009
Additional Employee Performance Standards:
Use this section to define additional job related performance standards not covered above and evaluate employee’s performance against established
standards (as outlined above).

Performance Standard: Technical Duties Rating: [ ]

Definition: Describes how well the employee performs their technical duties related to their position (include department
specific requirements).

Evaluation Comments:

Performance Standard: Employee Development Rating:

Definition: List professional development, workshops and training. This may include on-the-job training sessions Achieved [ x]
attended for the previous rating period. Not Achieved [ ]
Not Applicable[ ]
Evaluation Comments:
Excel Class – Date Completed
FrontPage –
Web Design/HTML Credit Course….

Performance Standard: _______________________ Rating: [ ]

Evaluation Comments:

Next Review Period

Performance Objectives:
Use the following section to record performance objectives for the next review period. Include Performance measure, standards and
timeframes as appropriate.

Objective 1: Create Performance Management Web Materials for the HRS Website

Objective 2: Continue New Employee Orientation/Benefits online materials

Objective 3:

Objective 4:

Objective 5:

Revised: 01/2009
Employee Development Plan
Employee Development Plan: This section should be completed after employee and manager have agreed upon areas of development
or improvement needed and/or required as related to upcoming standards. It should include developmental objectives, corresponding
development activities (on the job, formal training, workshops, conferences, etc.), measurements, and time frames for completion.

Developmental Objective 1: Learn Flash, Dreamweaver and other programs to enhance web development and design.

Developmental Objective 2:

Developmental Objective 3:

Developmental Objective 4:

Revised: 01/2009