Date: March 23, 2018
To: Vice Presidents, Chancellors, Deans, Directors, and Department Chairs
From: Vivian Fernández
Senior Vice President for Human Resources and Organizational Effectiveness
Re: Performance Evaluations for Aligned and Non-aligned Rutgers Staff

This communication relates to the performance evaluation processes for aligned and non-aligned Rutgers staff.  Each year, Rutgers University supervisors are expected to conduct performance evaluations for their employees in accordance with university policy and collective negotiations agreements. 

In accordance with legacy Rutgers policy 60.4.9, Performance Appraisal of Managerial, Professional, Supervisory, and Confidential (MPSC) Staff (; legacy UMDNJ policy 60.9.28, Performance Evaluations ( and applicable collective negotiations agreements (, supervisors and managers of staff are responsible for providing a formal performance evaluation to eligible employees on an annual basis. These performance management processes allow 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 cycle. 

Besides the completion of an annual performance appraisal, this process may also have a merit-based salary component during years where funding is available, and where applicable, in accordance with union contracts. While there are no aligned or non-aligned merit salary programs currently on cue for implementation for Fiscal Year 2018-2019, performance appraisals must be completed for all eligible staff.  

Consistent with Rutgers practice and to assist supervisors in completing performance appraisals and providing formal feedback to eligible staff, the following guidelines are being provided: 

  • The appraisal period for this review cycle begins July 1, 2017 and extends to June 30, 2018. 
  • Supervisors must complete annual performance evaluations and notify employees of their appraisal results. To assist with this process, the Rutgers Staff Performance Review Table outlines for managers and supervisors the various staff employee groups for whom performance appraisals must be completed, the review dates when appraisals should be finalized, and the appropriate appraisal form to use.  This table is available at
  • The performance appraisal forms for use in evaluating eligible employees may be accessed from the UHR Forms webpage, under Performance Appraisal Forms, at; or from the applicable collective negotiations agreements as indicated on the Staff Performance Review Table. 
  • Completed performance evaluations must be provided to the appraised employee by the applicable due date and must be signed by the appraised employees and multiple levels of supervisors as required. Note: For employees in legacy UMDNJ positions, completed and signed performance evaluations must be forwarded to the University Human Resources HCM Unit, Administrative Services Building II, Cook Campus. Please contact HCM at (848) 932-3906 for questions. Be sure to retain copies of the performance appraisal for your records.
  • Information sessions regarding performance management are offered by the UHR Learning and Development Office throughout the year.  Supervisors and managers may register for courses at:

Supervisors may also access performance management information, tools and resources at the Performance Management webpages at:

For questions regarding the performance evaluation process, please contact your UHR representative as follows: New Brunswick, contact your assigned UHR consultant by phone at (848) 932-3020, or by email via the UHR website at; Newark, contact the Newark Human Resources Office at (973) 353-5500; Camden, contact the Camden Human Resources Office at (856) 225-6475; and for RBHS, contact the Compensation Services Office at (973) 972-4845.