The State of New Jersey Performance Assessment Review (PAR)
The Performance Assessment Review is an assessment model, using a three-tiered rating scale. This system is used to evaluate performance for employees and/or their supervisors who are currently represented by the following unions:
- Communication Workers of America (CWA) Local 1031
- International Federation of Professional and Technical Engineers (IFPTE) Local 195
- Policemen’s Benevolent Association State Law Enforcement Units (PBA-SLEU)
- New Jersey Superior Officers Law Enforcement Association (NJSOLEA)
- New Jersey Law Enforcement Supervisor Association (NJLESA)
The Performance Assessment Review (PAR) is conducted using the Workday system and is an important part of organizational performance management. The PAR enhances organizational effectiveness and efficiency for the University.
The PAR is mission critical to maintaining a positive relationship between employer and employee and environment. The PAR process encourages employee engagement and communication between rater (Supervisor) and ratee (Employee) to help to align common departmental goals and strategic initiatives.
Performance Assessment Review Schedule (2025)
The Performance Assessment Review Cycle is January 1 – December 31 (Calendar Year Cycle). Each section of the PAR should be completed according to the following schedule:
| Date | Action |
| 1/1/2025 | Initial PAR Agreement period begins. During this period the Rater (Immediate Supervisor) and Ratee (Employee) meet to review and discuss the elements of the PAR (i.e., the Unit Goals, Ratee Goals, Major Job Responsibilities, Essential Criteria) and review pre-defined Performance Factors in which the ratee will be evaluated on during the Interim and Final Review cycle. |
| 1/7/2025 | Initial PAR Agreement process is launched in Workday. Rater receives a Workday notification to complete the Initial Agreement. Rater should schedule a face-to-face meeting with the Ratee to review the elements of the initial agreement. |
| 1/31/2025 | Initial PAR Agreement period ends. By this date, the Initial Agreement has been completed by the Ratee and the Rater and approved by the Reviewer (Manager). |
| 2/7/2025 | Initial PAR Agreement due date. The Initial Agreement must be approved by Human Resources by this date. |
| 6/2/2025 | Interim PAR Review process is launched in Workday. The Interim PAR Review period covers 1/1/25 – 6/30/25. Rater receives a Workday notification to complete the Interim Evaluation. Rater should schedule a face-to-face meeting with the Ratee to review the outcome of the interim review. |
| 6/30/2025 | Interim PAR Review due date. The Interim Review has moved through the Workday process and HR provides approval. |
| 7/1/2025 | Final PAR Review period begins. This marks the beginning of the second period during which the employee’s performance is evaluated. The Final PAR Review period covers 7/1/25 – 12/31/25. |
| 11/3/2025 | Final PAR Review process is launched in Workday. Rater receives a Workday notification to complete the Final Evaluation. Rater should schedule a face-to-face meeting with the Ratee to review the outcome of the final review. |
| 12/19/2025 | Final PAR Review due date. By this date, the Final PAR Review has moved through the Workday process and HR provides approval. |
Important Notes
- Performance Assessments must be completed for all Civil Service employees at Montclair State University.
- If an employee transfers to another campus department, current supervisors should conduct a “close-out” evaluation prior to the employee’s last day of work. This should document his/her performance through the last day of work. The new supervisor should establish an Initial Agreement with the new employee.
- The Reviewer (the supervisor’s manager) may not change the rating unless it is mutually agreed upon by both the Ratee (employee) and the Rater (supervisor).