Performance Review

Performance Management and Evaluation

The Paramus Public School District is committed to maintaining a fair, transparent, and development-oriented performance management system. Supervisors and administrators are expected to engage in ongoing dialogue with employees, providing regular feedback in addition to formal evaluations.

Performance evaluation is a structured and systematic process used to assess an employee’s job performance, professional behavior, and overall contribution to the District. Each evaluation involves reviewing an individual’s work in relation to clearly defined roles, responsibilities, goals, and performance standards. 

Evaluations are designed to:

• Provide constructive feedback and coaching

• Identify areas of strength and opportunities for growth

• Support ongoing professional development

Performance reviews are an integral component of effective performance management and serve as a formal mechanism for:

• Communicating expectations for individual performance

• Recognizing and rewarding exemplary contributions to the District

• Facilitating improvement in performance where necessary

• Supporting decisions related to compensation, promotion, retention, and training

• Aligning individual goals with departmental and District-wide objectives

Evaluation Process

The performance evaluation process may include, but is not limited to:

• Review of job-related duties and outcomes

• Observation of work practices and professional conduct

• Assessment of goal attainment

• Self-evaluations or reflective practice

• Documentation of accomplishments and challenges

• Development of improvement plans where appropriate

The frequency and format of evaluations are determined by employee classification, contractual agreements, and applicable State of New Jersey mandates.

• Certified Staff: Evaluated in accordance with the New Jersey Department of Education’s AchieveNJ framework.

• Non-Certified Staff: Evaluated in accordance with District policy and established administrative regulations.

Performance Improvement

In instances where an employee’s performance falls below established standards, the evaluation process may include the development of a Performance Improvement Plan (PIP). The PIP will outline specific goals, timelines, and support measures designed to assist the employee in achieving acceptable levels of performance.

The District views performance evaluations not only as a mechanism for accountability but also as an opportunity to foster professional growth, continuous improvement, and shared success across all departments. Through constructive feedback, coaching, and targeted development opportunities, the evaluation process supports both individual advancement and the overall mission of the District.

Managerial Responsibilities in Performance Management

To achieve the objectives of the District’s performance management system, managers are responsible for:

• Aligning Goals: Identifying and aligning individual employee goals with the overarching strategic mission and vision of the District.

• Monitoring Performance: Continuously observing, assessing, and documenting employee performance.

• Utilizing Performance Data: Using performance data as the basis for personnel actions, including the recognition and rewarding of exemplary contributions, as well as the implementation of corrective measures when performance requires improvement.
  
  

The annual performance review should not be the sole occasion for communication between managers and employees regarding performance. Regular and ongoing dialogue promotes mutual understanding, strengthens professional relationships, and reduces the stress often associated with formal annual reviews.

Performance management is defined as a systematic process comprising:

• Planning work and setting expectations.

• Continually monitoring performance.

• Developing the capacity to perform.

• Periodically providing summary performance ratings.

• Rewarding commendable performance.