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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 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 dialog about the year’s performance and accomplishments, and to define goals and objectives for the next 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 2019-2020, 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, please review the following guidelines:

  • The appraisal period for this review cycle begins July 1, 2018 through June 30, 2019.
  • Supervisors must complete annual performance evaluations and notify employees of their appraisal results. To assist managers and supervisors with this process, the Rutgers Staff Performance Review Table outlines 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 here.
  • The performance appraisal forms for use in evaluating eligible employees may be accessed from the UHR Forms webpage UHR Forms webpage, 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) 932-9307 for questions. Be sure to retain copies of the performance appraisal for your records.
  • Self-study programs regarding performance management are offered by the UHR Learning and Development Office throughout the year. Supervisors and managers may register for courses here.

Supervisors may also access performance management information, tools, and resources at the at Performance Management webpage.

For questions regarding the performance evaluation process, please contact your UHR representative: New Brunswick, contact your assigned UHR consultant by phone at (848) 932-3020, or by email via the UHR website. Newark, contact the Newark Human Resources Office at (973) 353-5500. Camden, contact the Camden Human Resources Office at (856) 225-6475. For RBHS, contact the Compensation Services Office at (732) 235-9405.