Performance Evaluations
At Lewis-Clark State College, we are dedicated to helping our employees thrive both personally and professionally. Our faculty and staff play an essential role in fulfilling the mission of LCSC, and we are committed to supporting their success every step of the way.
Building success begins with clear communication of expectations and is strengthened through a culture of continuous feedback, collaboration, and goal setting. Performance evaluations provide the foundation for meaningful dialogue between supervisors and employees—clarifying expectations, recognizing accomplishments, identifying opportunities for improvement, and setting objectives for future growth.
Effective performance evaluations not only address concerns early but also connect employees with resources for professional development and reinforce positive contributions that drive our shared success.
Evaluation Forms for PSO/CSO Staff
Professional and Classified Staff evaluations are due every year on January 31st.
A Supervisory Performance Evaluation focuses on assessing a supervisor's ability to lead, manage teams, and achieve organizational goals through others. Supervisory evaluations are completed to ensure effective leadership, team development, and alignment with strategic objectives. Please use this evaluation form for employees who supervise one or more benefit-eligible employees.
A Non-Supervisory Performance Evaluation emphasizes individual contributions and job-specific tasks. Please use this evaluation form for employees who do not supervise benefit-eligible employees.
Rating Guide (Expanded Definitions)
The following rating level guidelines are examples established by the Division of Human Resources (DHR) of the performance expectations employees would be demonstrating when rated at one of the four levels. These examples are meant to assist the supervisor and employee during the performance evaluation discussion in identifying the current level of performance and describing what additional behaviors the employee would need to demonstrate to achieve a higher rating. While not all of the expectations may relate to each position, we remind supervisors that these examples serve as a guide for them and an opportunity to open discussions with the employee.
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.
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.
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.
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.
Job Description Templates
Updated March 2025
Performance Improvement Plans
Please contact Human Resource Services prior to initiating a Performance Improvement Plan for any employee.