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Pay-for-Performance - Information for Faculty Department Chairs
What Is "Pay-for-Performance?"
- A performance-based compensation system for Managerial, Professional, Supervisory, and Confidential non-aligned staff employees
- A vehicle for supervisors in managing employee performance and development
What Is Your Role In Pay-for-Performance?
To be actively involved in the process by:
- Being aware of relevant unit and university timelines for the process
- Communicating to your area supervisors and employees relevant information about the process in your area
- Knowing when your dean will provide your allocation for your unit
- Knowing expectation and parameters for performance improvement plans for employees who are not meeting expectations
- Ensuring that new employees are informed about Pay-for-Performance
- Ensuring cooperation with other areas/supervisors where an employee has a joint appointment
- Being aware of any requests for review from employees and participating in the process when necessary. Ensuring that timelines are met in this regard
| Online Tools |
| Conducting A Self-Appraisal |
| Professional Development Programs |
| P4P Appraisal Form |
| Program Announcements and Guidelines |
| Review Process if Procedures Are Not Followed |
| Review Request Form |
What Is The Review Process?
Employees may initiate a review of their performance appraisal if they can demonstrate that:
- Pay-for-Performance procedures were not followed,
- There was a demonstrable factual inconsistency, or
- They were not evaluated according to the performance standards for their job
The following steps occur:
- The employee may initiate a review within 30 calendar days of receipt of the salary notification letter from University Human Resources or notification by the department where there is no salary change
- The employee submits the required forms to her/his immediate supervisor and moves up through subsequent levels of supervision up to the vice president or provost of the employee’s area
- Each level of supervision must also meet with the employee as requested and provide a written response to the employee with the specified timeframe
- The vice president or provost may review the matter based upon the employee’s written requests for review and prior supervisor resolutions. In all cases, the decision of the vice president or provost is final
The Review Process If Procedure is Not Followed will provide you with the specifics of this process.
What Role Does University Human Resources Play in Pay-for-Performance?
- Coordinates the Pay-for-Performance program and related communications
- Coordinates and provides educational training session and resources for employees, supervisors and area heads
- Serves as a liaison to area P4P Facilitators in the communicating of timelines and the accessing of the P4P Management System
- Provides HR Consulting Services to department chairs in the facilitation of the pay-for-performance process
Roles and Responsibilities
Department |
University Human Resources |
Communicates area timeline and processes to supervisors |
Provides universitywide communication about annual programs, ratings and timelines |
Makes recommendation on rating and increase to vice president/provost |
Manages the P4P Management System |
Facilitates appraisal meetings for all MPSC employees in area |
Educates supervisors on the appraisal process |
Communicates overall rating and increases to employees |
Sends letter to employees indicating salary increase (not ratings) |
Retains original P4P forms with final signatures |
| Resources To Help You | |
| P4P FAQs | |
| HR Consultants | 732-932-3020 |
| Newark Human Resources | 973-353-5500 |
| Information Sessions - Registration Log in and select "Pay-for-Performance/Staff Compensation Program" |
