Performance Management is an on-going partnership between supervisors and employees, working together to accomplish university and departmental goals. An employee may ask their department ROCS initiator to enter the information directly into ROCS, or the employee can complete a CARF and send it by email to Management Self-Initiated Classification Reviews: Employees who believe that their job duties have changed have the option to self-initiate a classification review.In order to support departments, guidelines and tools have been created to help provide for an optimal and equitable administration of our temporary workforce. Temporary staff employees are an important component of the university’s workforce.The Salary In-Range / Grade Adjustment Request form should be completed, signed, and submitted alongside the request in ROCS. A completed CARF inclusive of any changes in job duties, scope/impact, and level of decision making. Salary In-Grade Requests are submitted into ROCS for review.Classification and Recruitment Form (CARF).The Business/Accounting Addendum or Information Technology Addendum is required to accompany any position in these functional areas. For self-initiated classification reviews, the CARF can be submitted to UHR directly. The CARF is not required but can be used as a draft. It captures the key responsibilities and other relevant information. Classification and Recruitment Form (CARF) The CARF is a working document that can be used to capture information to be submitted in ROCS related to new, vacant, and encumbered staff positions.Information Technology Generic Summaries.Central Administration Generic Summaries.These can serve as a framework for developing job descriptions. Generic Job Summaries: Summary descriptions and requirements for representative positions within the job families are provided.ROCS serves as an integrated job-posting and application system, serving as a one-stop for individuals interested in any facet of employment at the university. The Recruitment, Onboarding and Classification System (ROCS)is a recruitment, hiring and onboarding tool, used university-wide at Rutgers, The State University of New Jersey.Provide guidance on job offers, compensation, and on-boarding.Consultation and referral for training and development programs.Advisement on interview skills and practices.Assistance in search committee development.Serving as a resources for staffing and recruiting.Serving as a referral bridge to other University Human Resources departments and units.Job equity across departmental and university lines.
Once a department has identified and defined a structure, the HR Consulting group will help outline and recommend how to achieve desired outcomes. Reviewing organizational structure and changes.Providing solutions to work climate issues.Advising and guiding units on performance management that will support your mission.Providing consultation on job design and structure, reviewing and analyzing classification requests, and making recommendations based upon criteria established for the Classification Review Process.Advising departments on university policies, procedures and state and federal regulations.The HR Consultants partner with university organizations in the following ways: They also provide guidance in the investigation and resolution of employee issues and recommend corrective action and resolution. In their role as strategic partners in the hiring, compensation and classification process at Rutgers, they assist units in achieving better alignment and the fulfillment of the units’ missions and goals. The HR Consultants partner with departmental leadership and their units to support a wide variety of human resource matters. Title IX Compliant Process for Students.Messages From the Senior Vice President.Non-State Benefits for Rutgers Positions.