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Idaho <br />Department of <br />Correction <br /> <br />Policy <br />Title: <br />Performance Management <br /> <br /> <br /> <br />Page: <br />1 of 2 <br /> <br />Control Number: <br />222 <br />Version: <br />3.0 <br />Adopted: <br />04-21-1989 <br /> <br />Henry Atencio, deputy director, approved this document on 02/23/2015. <br />Open to the public: Yes No <br />Redacted version available: Yes No <br />Revision Summary <br />Revision date (02/23/2015) version 3.0: <br /> Update to new format <br /> Correct titles <br />BOARD OF CORRECTION IDAPA RULE NUMBER <br />None <br />POLICY STATEMENT <br />It is the policy of the Idaho Board of Correction that the Idaho Department of Correction <br />(IDOC) establish a performance management system that provides tools for the ongoing <br />process of workforce planning such as communicating performance expectations, providing <br />feedback and coaching, and evaluating IDOC employees fairly, objectively, and without bias <br />utilizing preset, job-related performance standards. <br />PURPOSE <br />The purpose of this policy is to communicate the Board’s philosophy in regards to a <br />performance management system. <br />SCOPE <br />This policy applies to all procedures created under the authority of this policy and to all <br />IDOC employees. <br />RESPONSIBILITY <br />The director of the IDOC and the manager of Human Resources (HR) are responsible for <br />overseeing the implementation of this policy and the development and implementation of a <br />standard operating procedure (SOP) for a performance management and review system. <br />At a minimum, the following must be addressed in the SOP: <br /> Job expectations and key responsibilities, <br /> Employee feedback and coaching, <br /> Rating employee performance,