Human Resources

halloween pumpkins

HRS October Newsletter monthly employee newsletter

  • Monday, October 12th - Columbus Day (working holiday)
  • Thursday, October 29th - Employee Benefits Fair
  • Saturday, October 31st - Halloween


You should have received an email by now from SafeColleges.  SafeColleges is the vendor we have chosen to provide online Sexual Harassment training to our employees.  This training, entitled "Sexual Harassment:  Staff to Staff", is a mandatory training for all LCSC employees.  This online training session is approximately 20 minutes in length and provides background information on sexual harassment; offers several scenarios; and identifies indicators of inappropriate behaviors, states the legal rights, responsibilities, and liabilities of employees.  We ask that all employees complete this training by November 13, 2015.

New employees will be required to take this training within five (5) working days of their date of hire.  LCSC students are not required to take this particular training.  They will be set up to take the "Campus Save Act for Students - Sexual Violence Awareness" training at a different time.

If you have any questions or concerns, please contact Vikki in HRS at x.2269 or 


Columbus Day is a "working" holiday for LCSC employees.  

Over-time covered employees (classified staff) will earn compensatory time to be taken at a later date (Thanksgiving Holiday, November 27th).

For the Columbus Day (October 12th) holiday:

  • Classified employees will code HOL and HOA (to accrue comp time instead of pay).
    Note:  If you did not work on Columbus Day, you will only code HOL and will need to use SIC or VAC on November 27th.
  • Exempt employees will code HOL.
    Note:  If you did not work on Columbus Day, you will still code HOL but you will need to use SIC or VAC on November 27th.
  • Irregular Help and Work Study employees ARE eligible for time and a half and will code HOW (holiday worked).
    Note:  Work Study employees must charge all Holiday hours worked to their department budget code at 100%.  Please code the hours worked on October 12th on a separate line using HOW (holiday worked) and charge to the department at 100%.

If you have any questions, please call Judy in Payroll at x.2204.


Did you know that we have a page designed just for employees to receive discounts offered by outside vendors?  If not, be sure to check out the Employee Discount Program and see a list of hundreds of discounts available to you!


Join your fellow employees in the thriveidaho Move It! Challenge and move more throughout your day!

Register for the Move It! Challenge by logging into and selecting the thriveidaho logo.  Registration Dates:  September 24th through October 7th.  It's fun, easy and is guaranteed to get you moving.

Record your daily steps or easily enter your cardio activity, which converts into steps.  Log your movement 5 days per week for a chance to earn 10 points towards your wellness reward.

Log your activity and you're automatically entered in a weekly drawing for a FitBit®.  Have a FitBit?  Sync it to make tracking your challenge steps even easier.


How to Develop an Employee Performance Plan

No manager likes dealing with difficult employees, but every manager will be faced with them throughout their careers.  The behaviors of difficult employees often result in performance issues.  It is not always clear to a manager why an employee is struggling with performance issues.  The employee could be allowing personal issues to spill into the workplace; perhaps onboarding and training were not effective.  There may be unforeseen roadblocks in the way of an employee's performance, or perhaps the person is just a poor hire.  Whatever the reason (or reasons) may be, it is critical to identify bad behavior and manage those individuals quickly so that they do not negatively impact employee morale.

One of the most effective ways to manage difficult employees is using a 90-day performance improvement plan.  These plans, when structured and executed properly, can help coach an employee through the steps needed to change their behavior.  If employees are unable or unwilling to change, a 90-day performance improvement plan will give leaders the vehicle to transition those team members out and make room for more productive team players.

Here are the steps to follow when developing an effective plan:

  1. Don't Ignore The Facts.  Bad behavior is, unfortunately, subjective in many cases.  Therefore, when dealing with difficult employees, it is essential to focus on the facts and not to ignore them when issues come to light.
  2. Don't Act On Rumors.  There are few places as rife with rumors as a corporate office.  Managers aren't the only ones who notice bad behavior, but the odds are that team members are all too happy to share their own stories of frustration when it comes to difficult employees.  Never act on information received third-hand.  Always verify facts in any given case, and disregard anything that has not been proven to be true.
  3. Develop An Objective Performance Plan.  The key word in performance plan is "performance."  In order to change bad behavior, managers should focus on the employee's performance and their behaviors, rather than personality issues.  How is bad behavior impacting the employee's own effectiveness and the effectiveness of the team?  Provide clear feedback surrounding the reasons why the behavior needs to change, and clearly outline the ways in which that behavior impacts others.
  4. Set Clear Consequences.  An employee on a performance plan should be clear when it comes to setting consequences for failing to change behavior.  Outline the consequences in writing, review them with the employee and allow plenty of time for questions.  Have the employee sign a paper indicating an understanding of the performance plan and the consequences for not meeting its stated goals.
  5. Follow Up With Regularly.  Performance plans are designed to give employees the time and the resources to step up their performance if, in fact, they want to improve.  However, they cannot do it alone.  Managers should check in weekly with the employee to review progress.
  6. Coach with Consistency.  Dealing with difficult employees can be taxing.  There may be days when it's just too exhausting to have the same conversation with the same employee one more time.  However, consistency is critical to changing behavior.  Managers should not ignore a behavior on a Tuesday, then confront the employee with the same bad behavior on a Thursday.  Consistency is critical when coaching an employee through a performance plan.

Avoiding The Time Trap

One of the biggest mistakes that managers make when dealing with difficult employees is spending too much time on them. Constantly dealing with difficult employees and poor performers sends the wrong message to those team members who perform well and have a strong sense of what it means to be a team player.

The beauty of a 90-day performance improvement plan is that it is clear and finite. The employee knows what he or she must do to improve, and at the end of the period they have either changed for the better or they will move on. In many cases, difficult employees will self-select out of the process. They may believe that the writing is on the wall once they are put on a performance improvement plan, and therefore seek out new opportunities. Even when those employees don’t move on, the manager can be confident that they tried their best to improve the situation, and the employee was truly not a good fit for the team.

It’s never easy to navigate the waters when a difficult employee is swimming around the team. Working with and coaching these employees is a skill that takes time to develop. However, when managers can identify problem employees, it is much easier to manage them (or remove them), allowing strong performers to move the team toward success.



Lauri Vance, Technical & Industrial 5 Years
Charity Goodell, Student Health Services 10 Years
Judy Schumacher, Idaho Small Business Development Center 10 Years
Ryan Gill, Registrar's Office 15 Years
Jason Goldammer, Media Services 20 Years


Heidee McMillin 1st
Kristin Smith 2nd
Barbara Barnes 3rd
Deanna Bodden 4th
Brandon Sternod, Trudi Whitmore, Sam White Temple 5th
Phil Church, Taryn Cadez-Schmidt 7th
Roland Hallen, Rui Shi 8th
Masoud Kazemi, Kendra Jensen 9th
Brian Kolstad 11th
Sara Stokes 12th
Benjamin Morton, Okey Goode 13th
Patty Bowles, Paul Estrada 14th
Rhona Alboucq 15th
Alicia Robertson 16th
Allen Balmer, Heath Fuller, Nicole Meyer 17th
Terrance Burke 21st
Jayson Ulrich, Rob McDonald 22nd
Eric Martin, Kris-Ann Hight 24th
Gary Picone 26th
Leigh Latta 27th
Brian Dietel 28th
Dawn Taylor 31st

WSA Winner:  Congratulations to Deanna Bodden!

"I just want to give a big Thank You to Deanna Bodden!  She does a great job cleaning our building on campus.  I'm sure she rarely gets thanked for cleaning our offices, so I just wanted to let her know how much we appreciate her and thank her for her hard work!"