Performance Assessment Review (PAR)
The PAR (Performance Assessment Review) is the performance review system used for all classified employees. PAR provides an excellent opportunity for an employee and their supervisor to communicate about job performance, job satisfaction, and plans for the employee's future performance. Performance management, through the PAR program, is used to define, assess, and enhance employee performance and operational outcomes. It helps employees understand organizational goals and their role in achieving those goals and serving the University.
All ePARs for ºÚÁÏÉç classified employees are conducted through the NJ state ePAR (Electronic Performance Assessment Review) system. Please follow the directions in the Self Registration document below to gain access to the system.
If you have questions about the ePAR process please contact Melissa Hughson at Melissa.Hughson@stockton.edu or at 609-652-4384 (x3192).
CURRENT: 2024-2025 Evaluation Cycle
Deadlines:
- Job Expectations: OCTOBER 31, 2024
- Interim Evaluation: APRIL 1, 2025
- Final Evaluation - SEPTEMBER 30, 2025
RATER: the supervisor, evaluates and discusses employee’s work progress, job expectations, responsibilities, and performance throughout the year. All parts of the ePAR process (initial, interim, final) are initiated by the Rater.
RATEE: the employee, receives an evaluation of current progress with job expectations and responsibilities.
REVIEWER: the Rater’s supervisor, ensures that that PAR evaluations have been processed. The Reviewer may discuss the unit goals with the Rater. The Reviewer may also resolve any concerns between the Ratee and Rater.
• All PAR/ePAR forms require three signatures: Ratee, Rater, and Reviewer.
• The Rater is responsible for initiating the PAR/ePAR and ensuring its completion
• Listing of the department/unit’s goals.
• Work Unit or Group’s overall purpose as it relates to/supports the overall mission of the University.
• Should be the SAME for all employees in department.
• Identifies the individual goals of the Ratee that support the department’s goals/purpose.
• How does the Ratee’s job make a contribution to the department’s accomplishment of goals?
Job Responsibilities
• Approximately 6-10 broad duties which must be accomplished to achieve the department’s and individual’s goals.
• Critical to the job, done often and comprise a large portion of the role.
• Accurately reflect the actual work over which the employee has control (responsibility, authority, resources to act, etc.).
Essential Criteria
• Provide specifics and detail as to how the responsibilities should be completed.
• Statements of what should be done to complete a responsibility successfully.
• At least one criteria is required for each responsibility.
1: Failed to achieve most or all essential quality criteria.
2: Achieved or occasionally exceeded all essential quality criteria.
3: Significantly exceeded essential quality criteria.
• Goal Achievement
• Quality of Work
• Quantity of Work
• Timeliness
• Communication
• Conscientiousness
• Customer Service
• Flexibility
• Job Knowledge/Skills
• Problem Solving & Analytical Skills
• Safety
• Self-Management
• Teamwork
• Decisiveness
• Communication
• Customer Service
• Job Knowledge/Skills
• Managing Resources
• Planning, Organizing, & Evaluating
• Problem Solving & Analytical Skills
• Safety
• Self-Management
• Teamwork
• Decisiveness
• Narrative sharing justification of review ratings