The HR Consultants partner with departmental leadership and their units to support a wide variety of human resource matters. 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. They also provide guidance in the investigation and resolution of employee issues and recommend corrective action and resolution.
The HR Consultants partner with university organizations in the following ways:
- Advising departments on university policies, procedures and state and federal regulations.
- 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 and guiding units on performance management that will support your mission.
- Position description development
- Performance appraisals
- Standardized documentation
- Providing solutions to work climate issues.
- Reviewing organizational structure and changes. Once a department has identified and defined a structure, the HR Consulting group will help outline and recommend how to achieve desired outcomes.
- Organizational charting
- Job equity across departmental and university lines
- Serving as a referral bridge to other University Human Resources departments and units.
- Serving as a resources for staffing and recruiting.
- Assistance in search committee development
- Advisement on interview skills and practices
- Consultation and referral for training and development programs
- Provide guidance on job offers, compensation, and on-boarding
- 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. 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.
- Generic Job Summaries: Summary descriptions and requirements for representative positions within the job families are provided. These can serve as a framework for developing job descriptions.
- 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. It captures the key responsibilities and other relevant information. The CARF is not required but can be used as a draft. For self-initiated classification reviews, the CARF can be submitted to UHR directly. The Business/Accounting Addendum or Information Technology Addendum is required to accompany any position in these functional areas.
- Salary In-Grade Requests are submitted into ROCS for review. A completed CARF inclusive of any changes in job duties, scope/impact, and level of decision making. The Salary In-Range / Grade Adjustment Request form should be completed, signed, and submitted alongside the request in ROCS.
- Temporary staff employees are an important component of the university’s workforce. In order to support departments, guidelines and tools have been created to help provide for an optimal and equitable administration of our temporary workforce.
- Self-Initiated Classification Reviews: Employees who believe that their job duties have changed have the option to self-initiate a classification review. 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 HRConsultant@HR.rutgers.edu.
Performance Management is an on-going partnership between supervisors and employees, working together to accomplish university and departmental goals. The process focuses on the alignment of employee roles and goals with the university’s mission and on supporting development and performance as a means to these ends.
- Performance Management Resources
- Staff Compensation Program (SCP) - Staff employees who are represented by URA-AFT participate in the Staff Compensation Program (SCP) and are formally appraised annually. Performance appraisals provide an opportunity for regular dialogue between employee and supervisor. Supervisors will identify and discuss performance standards for key job responsibilities and communicate to employees the extent to which they meet standards.