Performance Evaluation Training and Resources

OPEIU

Important Dates:
June 1st - Evaluations open
June 15th - Evaluations due

Evaluations should be completed for staff that began employment prior to January 1, 2025.

Process:

• Manager has the option to complete section 1 or section 2 on the paper form. 
• Manager submits the evaluation to dept/office/division head, vice president for approval and signatures
• Manager and Employee meet to discuss the evaluation.
• Employee signs the evaluation and the manager submits the form to human resources at performance@njit.edu by June 15th

Non-Aligned

Important Dates: 
February 7th — Annual review available to complete in PerformYard
February 21st— Self-evaluation due to Manager
February 28th — Evaluations completed and submitted by 1st and 2nd level Managers
March 14th—  Evaluations approved by Deans/Division heads
March 21st—  Evaluations approved by Vice Presidents
March 21st- April  4th — Mutual discussions to take place

Evaluations should be completed for staff that began employment prior to January 1, 2025.

Process: 

• The employee completes and submits a self evaluation in PerformYard by February 21st
• The manager reviews and completes the evaluation with their comments and submits to the next level manager by February 28th
• All Vice Presidents have approved evaluations by March 21st
• After Vice President approval, a discussion on the submitted review is held between the employee and manager by April 4th

AFSCME

Important Dates:
July 8th —  Manager's ratings due to Associate Vice Presidents
July 22nd — Associate Vice President signatures due
August 2nd — Employee discussions
October 15th — Final paperwork due to Human Resources
 
Evaluations should be completed for staff that began employment prior to January 1, 2025.

Process:

• The manager completes the evaluation and submits it to the next level manager for approvals.  
• Dept/office/division head, Associate Vice President approve and sign the evaluation.
• Manager should hold discussions discussions with employees after July 22nd. After the discussions, the employee signs the evaluation.
• Evaluations need to be completed and submitted to HR by October 15th

PSA Staff

Important Dates: 
February 7th — Annual review available to complete in PerformYard
February 28th — Evaluations completed and submitted by 1st and 2nd level Managers
March 14th—  Evaluations approved by Deans/Division Heads
March 21st—  Evaluations approved by Vice Presidents
March 21st- April  4th — Mutual discussions to take place
April 15th — Final employee signature due to Human Resources 
 
Process:

• Manager completes evaluation and submits electronically through PerformYard, available on the pipeline. The review form will be available February 7th.
• Managers Evaluation is due to the Dean or Division Head by February 28th,  followed by the Dean/Division Head and the Vice President's signatures completed by March 21st
• After Vice President approval, and within 10 business days of receipt of the written evaluation, the manager will have a discussion with each employee regarding the evaluation.
• The employee must sign the final evaluation and electronically file the evaluation within 5 business days of the discussion
• PSA Staff Eligible for merit must have began employment prior to January 1, 2025.

*For specific processes and timelines for populations that are not listed here, please refer to the appropriate collective bargaining agreement.

Performance evaluation forms can be accessed at:

Performance Evaluation Competencies Dictionary

1. PSA Staff Evaluation — Web-based process in PerformYard and can be accessed through the Highlander Pipeline via “Performance and Training” Card
2. OPEIU Evaluation Form 
   • Word Doc or Fillable PDF
   • OPEIU Exceptional Award Recommendation Form
3. OPEIU Security Officer Evaluation
4. SOA Evaluation
5. AFSCME Evaluation
6. FOP Lieutenants Evaluation
7. UCAN Graduate Evaluation (TA/RA) Evaluation — Please note that the UCAN performance evaluation process and form is web-based and can be accessed through the Highlander Pipeline via “Faculty and Staff Services/Human Resource Services/Performance Management Applications”
8. Non-Aligned Evaluation — Please note that the Non-Aligned Performance Review process and form is web-based and can be accessed through the Highlander Pipeline via the “Faculty and Staff Services/Human Resource Services/Performance Management Applications”

Specific training needs can be requested through the Highlander Nexus under Career Development. 

Training Presentations: 

• Slides Performance Management Training for Non-Aligned Staff and Managers of PSA Staff
• Performance Management Training for OPEIU 
• Manager’s Guide to Performance Management 

LinkedIn Learning Resources:

• Managing Performance
• Coaching Skills for Managers 
• Performance Management: Setting Goals and Managing Performance