Date: March 26, 2015
To: Vice Presidents, Chancellors, Deans, Directors, and Department Chairs
From: Vivian Fernández
Vice President for Faculty & Staff Resources
Re: Performance Evaluations for legacy Rutgers Managerial, Professional, Supervisory and Confidential (MPSC) Staff

This communication relates to the performance evaluation processes in place for legacy Rutgers employees. Each year, Rutgers University supervisors conduct performance evaluations for employees in Managerial, Professional, Supervisory and Confidential (MPSC) staff positions. The Pay-for-Performance Program (P4P) is the evaluation program for employees in MPSC positions. This performance management process allows managers and employees to engage in a thoughtful dialogue about the year’s performance and accomplishments, and to define goals and objectives for the coming performance year.

In order to facilitate the P4P performance management process, we have provided tools and information to assist you on the University Human Resources website, The appraisal period for this review cycle is May 1, 2014, and extends to April 30, 2015. Supervisors must complete performance evaluations and notify employees of their appraisal results by April 30, 2015.

NOTE TO SUPERVISORS IN LEGACY UMDNJ POSITIONS – If you supervise legacy Rutgers employees who are covered by the P4P appraisal process, you must evaluate eligible employees using the P4P appraisal tool by the April 30 deadline in order to comply with university policy.  Communication regarding legacy UMDNJ appraisal tools and processes will be forthcoming.

If you have any questions regarding P4P, please contact your assigned UHR consultant at (848) 932-3020 or via the UHR website at

The following summary outlines the applicable processes for the P4P program:

Pay-for-Performance (P4P) Program for legacy Rutgers Managerial, Professional, Supervisory, and Confidential (MPSC) Non-Union Staff

Full- and part-time employees in eligible legacy Rutgers Managerial, Professional, Supervisory, and Confidential (MPSC) titles must receive a formal evaluation on an annual basis and must be appraised against the performance standards established during the previous evaluation cycle, in accordance with University Policy 60.4.9-Performance Appraisal of Managerial, Professional, Supervisory, and Confidential (MPSC) Staff. 

In years when funding is available, the Pay-for-Performance (P4P) program may also provide for a performance-based merit salary increase component for eligible staff members that meet standards. For FY 2015 – 2016, the University has approved an aggregate 2 percent permanent salary increase pool – effective July 1, 2015 for 12-month employees and September 1, 2015 for 10-month employees – for eligible MPSC staff members who meet performance standards.  The merit program will be implemented in the Fall 2015, and any merit increases awarded through the P4P program will be retroactive to the merit program effective date.  Additional details will be made available as we approach implementation.

In order to be consistent with past performance appraisal cycles, performance appraisals must be completed, and employees notified of the results by April, 30, 2015. Employees must be provided with the opportunity to comment in writing by June 1, 2015.  The appraisals conducted will be used to determine merit awards for the merit component of the P4P program in the Fall.

As in prior years, information sessions about the performance evaluation process for P4P will be offered to managers starting April 1.  To register, please visit the UHR Learning & Development registration webpage at

For more information about the P4P Program for non-union MPSC employees in legacy Rutgers positions, as well as resources to assist supervisors in conducting employee evaluations, please visit

cc: Bruce Fehn