Managerial Evaluation

The Annual Managerial Evaluation process enables managers to self-evaluate their performance and enter into a dialogue with their unit and division leaders regarding the manager’s performance. Managers are evaluated based on their performance during the prior calendar year.

Managerial Staff Evaluation Schedule 2026 – 2027

Actions and Key DatesManagerial Staff employed prior to July 1, 2027New Hire Managerial Staff employed after July 1, 2027
Managerial Evaluation process initiated in Workday for 2026 performance. Managers set 2027 goals once self-evaluation is complete.4/14/2027

Not applicable; Manager will receive an Evaluation in the next fiscal year.

 

Manager will set 2027 goals upon start date. SMARTER goal resources will still be provided.

Manager submits self-evaluation to Immediate Supervisor.4/30/2027
Evaluation submitted from Immediate Supervisor to Employee after consulting with their Unit Head and Division Vice President. Any performance concerns must be discussed with VPHR.5/14/2027
Last day for Employee to provide a written response to the Immediate Supervisor's evaluation, if any. Routed to Unit Head.5/21/2027
Evaluation from Unit Head to Senior/Vice President.5/28/2027
Senior/Vice President reviews and submits performance evaluations to Human Resources for review of completeness and content.6/4/2027
Managerial staff evaluation process complete.6/11/2027

Evaluation Framework

  • Outstanding – Performance far exceeded expectations; based on exceptionally high quality of work, completion of a major goal or project, or unique contribution to the unit, department, or University.
  • Exceeds Expectations – Performance exceeded expectations; based on achievement of goals, objectives and targets
  • Meets Expectations – Performance met expectations; based on achievement of goals, objectives and targets.
  • Needs Improvement – Performance met expectations inconsistently; based on achievement of goals, objectives and targets.
  • Unsatisfactory – Performance was unsatisfactory and failed to meet minimum expectations.

(2019-2020 Managerial Competency Framework)

Each year, managers are evaluated on the following competencies:

  • Community – Connecting to community through strategic partnerships, collaborations and services.
  • Innovation – Embracing innovation, experimentation and creativity for excellence and efficiency.
  • Social Justice – Understanding and working to dismantle barriers to the opportunities and privileges appropriate to all residence of New Jersey.
  • Success – Continually promoting academic excellence and post-graduate achievement.
  • Sustainability – Building practices and programs for long-term survival and flourishing of the University.