Date: March 28, 2014
To: Vice Presidents, Chancellors, Deans, Directors, and Department Chairs
From: Vivian Fernández
Vice President for Faculty & Staff Resources
Re: FY 2014-2015 Employee Evaluations for legacy Rutgers MPSC and URA-AFT Administrative 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, and/or for administrative staff represented by the URA-AFT. The Pay-for-Performance Program (P4P) is the evaluation program for employees in MPSC positions; the Staff Compensation Program (SCP) is the evaluation program for administrative employees represented by URA-AFT. 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 year.

In order to facilitate these performance management processes, 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, 2013, and extends to April 30, 2014. Supervisors must complete performance evaluations and notify employees of their appraisal results by April 30, 2014.

NOTE TO SUPERVISORS IN LEGACY UMDNJ POSITIONS – If you supervise legacy Rutgers employees who are covered by the P4P or SCP appraisal processes, you must evaluate eligible employees using the P4P and / or SCP appraisal tools by the April 30 deadline in order to comply with university policy and negotiated agreement.  As in prior years, information sessions about the performance evaluation process for P4P and SCP will be offered to managers in early April. Communication regarding legacy UMDNJ appraisal tools and processes will be forthcoming.

If you have any questions regarding the P4P or SCP processes, please contact your assigned UHR consultant at (848) 932-3020 or via the UHR website at http://uhr.rutgers.edu/consultant-assignments.

The following summaries outline the applicable processes for each program:

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

Full- and part-time employees in a 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. 

The Pay-for-Performance (P4P) program may also provide for a performance-based merit salary increase component for eligible staff members that meet standards during years where funding is available. However, due to anticipated significant budget cuts, the merit compensation component will not be available this year for MPSC staff.

Performance appraisals must be completed, and employees notified of the results by April, 30, 2014. Employees must be provided with the opportunity to comment in writing by June 1, 2014.

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 http://uhr.rutgers.edu/P4P-deans-managers.

Staff Compensation Program (SCP) for legacy Rutgers Administrative Staff Represented by URA-AFT

Legacy Rutgers employees in program-eligible URA-AFT titles must receive a completed performance appraisal by April 30, 2014 in accordance with Article 38(B)-SCP Procedure, from the URA-AFT Collective Negotiations Agreement. Performance appraisals must be completed, and employees notified of the results by April, 30, 2014. Employees must be provided with the opportunity to comment in writing by June 1, 2014.

The performance-based compensation component of the program is subject to adequate funding and the terms of the URA-AFT Agreement. The current term of the URA-AFT Collective Negotiations Agreement will expire on August 31, 2014 and there are no merit-based salary increases for fiscal year 2014-2015 pursuant to the terms of the Settlement Agreement dated January 10, 2012.

For more information about the SCP program for legacy Rutgers administrative staff members represented by URA-AFT, as well as resources to assist supervisors in conducting employee evaluations, please visit http://uhr.rutgers.edu/SCP-deans-managers.

cc: Bruce Fehn