Eligible employees in legacy Rutgers positions who claim that Pay-for-Performance (P4P) procedures were not followed, that there was a demonstrable factual inconsistency, or that they were not evaluated according to the performance standards for their job may seek review only as follows:

  • 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 must inform his or her immediate supervisor in writing on a Pay-for-Performance Review Request Form of the claim that procedures have not been followed and/or describe why the employee believes that the evaluation was not conducted according to the performance standards for the job.
    • The supervisor must provide a written resolution to the employee within 30 calendar days of receipt of the employee’s completed form invoking the review process.
  • If the employee is not satisfied with the supervisor’s written resolution, the employee may, within 30 calendar days of receipt of the supervisor’s written response, request in writing a review of the matter by the next level supervisor. The next level supervisor also shall meet with the employee and provide a written resolution within 30 calendar days of receiving the request.
  • If the employee is not satisfied with the next level supervisor’s written resolution, he or she may request in writing a review of the matter by subsequent levels of supervision up to the vice president/chancellor for the employee’s area.
    • Each request must be submitted in writing within 30 calendar days of receiving the written resolution from the last level of supervision, must copy each prior level of supervision, and must include copies of prior requests and resolutions by each supervisor.
    • Supervisors at each subsequent level must provide written resolutions to the employee within 30 calendar days of receiving the employee’s written review request.
    • Each level of supervision must meet with the employee as requested, except that a vice president/chancellor may review the matter based upon the employee’s written requests for review and prior supervisor resolutions.

A determination at any level that an adjustment in performance rating or salary should be made must be forwarded through supervisory channels, including the vice president/chancellor, for approval. In all cases, the decision of the vice president/chancellor is final.

Nothing in this review process prevents an employee from meeting with his or her supervisor at any mutually agreed upon time to discuss the employee’s job performance and the supervisor’s assessment of that performance.

For assistance regarding the review process, please contact your UHR Consultant or campus Human Resources office.