Continuous improvement of the performance of state government employees will be attained by establishing a system for communicating goals, measuring achievement of these goals and providing development and /or enhancement options for employees, through the following:

• Promoting performance assessment as a key management tool.
• Providing a performance assessment program that reduces the potential for bias.
• Linking organizational goals and objectives to the goals and objectives of each employee.
• Linking the appraisal process to the organizational goals and the business cycle of the departments.
• Improving communications between supervisors and employees regarding performance standards.
• Developing best practices guidelines inclusive of examples of Job Responsibilities and Essential Criteria.
• Providing a database information system (PARS) to support human resource decisions based on performance.
• Auditing completed appraisal documents to focus on program quality, identify inconsistencies, address compliance problems and recommend corrective actions.

Any performance appraisal system implemented for State employees must conform with New Jersey’s Administrative Code, N.J.A.C. 4A:6-5.1, and applicable AFSCME, CWA or IFPTE contracts.