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 email@example.com
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:
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 members.bcidaho.com 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:
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|
|Brandon Sternod, Trudi Whitmore, Sam White Temple||5th|
|Phil Church, Taryn Cadez-Schmidt||7th|
|Roland Hallen, Rui Shi||8th|
|Masoud Kazemi, Kendra Jensen||9th|
|Benjamin Morton, Okey Goode||13th|
|Patty Bowles, Paul Estrada||14th|
|Allen Balmer, Heath Fuller, Nicole Meyer||17th|
|Jayson Ulrich, Rob McDonald||22nd|
|Eric Martin, Kris-Ann Hight||24th|
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!"