What is “Pay-for-Performance”?

  • A vehicle for managing legacy Rutgers employee performance and development.
  • During years where funding is available, the program provides for a performance-based compensation system for legacy Rutgers Managerial, Professional, Supervisory, and Confidential non-aligned staff employees.  

What is your role in Pay-for-Performance (P4P)?

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 unit
  • Clarifying your unit’s standards and measures for performance
  • Knowing when your vice president/chancellor/dean will provide your allocation for your unit
  • During years where salary increase funds are available:
    • Knowing when your vice president/chancellor/dean will provide your allocation for your unit
    • Understanding and being involved in the budget process and allocating resources appropriately
    • Communicating expectations and parameters for performance improvement plans for employees who are not meeting standards
    • Ensuring the maintenance of records at the departmental level
    • Ensuring that facilitators and supervisors attend training and information sessions on Pay-for-Performance.
    • Ensuring cooperation with other areas/supervisors where an employee has a joint appointment, and
    • Being aware of any requests for review from employees and participating in the process when necessary. Ensuring that timelines are met in this regard.

How can you learn more about the P4P/SCP Process?

As a supervisor of professional or supervisory staff, you play a critical role in the success of the P4P and SCP programs.

Informational sessions are held each spring with UHR staff to help you understand the current year's program, how to set and communicate performance standards to your employees, and how to effectively facilitate the appraisal process.  University Human Resources staff will also guide you through the unique issues and problems that sometimes face supervisors during the P4P and SCP processes.

New supervisors are encouraged to attend the session. You can register online via the Information Sessions for Supervisors and Facilitators webpage once the schedule for information sessions has been announced.

What is the review process if procedures are not followed?

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 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 starts the process by submitting the required forms to her or his immediate supervisor and moving up through subsequent levels of supervision up to the vice president/chancellor 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 within the specified timeframe.

The vice president/chancellor 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/chancellor 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 P4P program and related communications
  • Coordinates and provides educational training session and resources for supervisors and area heads
  • Serves as a liaison to area P4P Facilitators in the communicating of timelines and the accessing of the P4P Online Management System, utilized in years when there is a salary merit increase included in the P4P program.
  • Provides HR Consulting Services to deans/directors 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/chancellor Manages the P4P Online Management System
Facilitates appraisal meetings for all nonaligned staff employees in area Educates supervisors on the appraisal process
Communicates overall rating and increases to employees  
Retains original P4P forms with final signatures