Performance Management - POLICY

Idaho
Department of
Correction

Policy
Title:
Performance Management

Page:
1 of 2

Control Number:
222
Version:
3.0
Adopted:
04-21-1989

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

Page Number:
2 of 2

Idaho Department of Correction
 Documenting employee performance,
 Supervisor training in the delivery of performance evaluations,
 Maintaining employee performance documents,
 Employee performance improvement plans,
 Employee career development plans, and
 Employee performance documentation retention requirements.

– End of Document –