THE AFT LOCAL 2274
Performance Based Promotion
GUIDELINES
The Calendar for Performance Based Promotions
shall be developed by the College in consultation
with the AFT Local 2274.
 The effective date for a performance-based
promotion will be July 1, of the year following the
award.
 Performance-Based promotions will be the next
higher title in the employee’s title series (e.g.
Professional Service Specialist 3 to Professional
Services Specialist 2). The next higher title for
the Program Assistant will be Professional
Services Specialist 4.
 There is no probationary period in the new title.
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ELIGIBILITY FOR PERFORMANCE-BASED
PROMOTION
Be a full-time Professional Staff employee on a
multi-year contract as defined in Appendix I,
Article 1, Section A of the Agreement, and be
employed by the college of at least eight
consecutive years at the time that the award is
granted. A year is defined as 12 consecutive
months.
 Not be a member of the Professional Staff
Performance-Based review process.
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ELIGIBILITY FOR PERFORMANCE-BASED
PROMOTION
Not have received a Performance Based
Promotion within the last five years,
 Not have received a reclassification within the
last three years.
 Be self-nominated or nominated by a Supervisor
or colleague who is familiar with the candidate's
work.
 If not promoted, and the candidate meets the
eligibility and promotion criteria, the candidate
shall be eligible to reapply the following year.
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CRITERIA FOR PERFORMANCE-BASED
PROMOTIONS
For the five-year period immediately preceding the
Candidate’s application, the Candidate must
clearly demonstrate and provide evidence of
consistent exceptional performance and
meritorious service through one of more of the
following:
CRITERIA FOR PERFORMANCE-BASED
PROMOTIONS

Consistent exceptional performance and
meritorious service in support of the achievement
of the College goals or missions as set forth
within the strategic plan.
CRITERIA FOR PERFORMANCE-BASED
PROMOTIONS
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Consistent exceptional performance and
meritorious service which contributed to building
and effective and positive work environment that
strengthens teamwork, mentors and supports
colleagues, and that achieves a service oriented
approach to the work of the unit.
CRITERIA FOR PERFORMANCE-BASED
PROMOTIONS

Consistent exceptional performance and
meritorious service (not necessarily limited to
job-related) that contributes to the campus life or
community.
CRITERIA FOR PERFORMANCE-BASED
PROMOTIONS

Consistent exceptional performance and
meritorious service in the area of professional
development, meaning professional development
that is related to the candidate’s position and is
evidenced by the presentation at conferences
and/or service as an officer in a state or national
professional organization and/or the initiation of
new projects and/or accepting additional unpaid
responsibility for short-term special projects, and
which development also leads to advanced skills
and ability and enhances College operations.
BUILDING AN EFFECTIVE AND POSITIVE
WORK ENVIRONMENT
Service to the college community includes:
Committee work.
 Participation in campus events such as:
orientation, open house, teach a class, annual
fundraising, plan outings for your department,
become a mentor.

PROFESSIONAL DEVELOPMENT
What have you done professionally over the past 5
years? How does your professional development
contribute to and enhance college operations and
strategic plan?
Completed a degree
Chaired a committee for a professional organization
Chaired a committee for a professional organization
Held and executive board position
A leadership position
Unpaid short-term projects on campus
Publication, especially in refereed journals
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SUPPORT OF THE COLLEGE GOALS/MISSION

Exceptional performance and meritorious service, college goals, and missions.
Use Ramapo web to find college mission statement and institutional profile and goals
What have you done to support the college’s strategic plan?
Use their language
Read strategic plan for inspiration and ideas
Interdisciplinary Curriculum
International Education
Intercultural Education
Intercultural Understanding
Experiential Learning Opportunities
Individual academic attention
Social Support
Partnering with area communities, corporations, schools, service organizations, and
government entities
Uses of technology
Quantify whenever possible
Work with other units
Initiatives you have developed and implemented
SUPPORTING DOCUMENTATION
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Personal Statement (no more than 3 pages) including current job
description
Performance Reviews (5 most recent)
Requests for reappointment and multi-year contracts
Support Letters
Curriculum Vitae
Commendations
Exceptional projects or programs
Citations
Certificates
Letters of praise or thank you
Testimonials
Awards
Copies of Advertising of sponsored programs
Continuing Education
Professional Workshops
Accomplishment Log
NOT NECESSARILY JOB-RELATED
Conduct research in your area of expertise
 Develop workshops for student organizations
 Help plan conference on or off campus
 Advise students- academically and socially
 Provide a service to the surrounding community
 Recruit in your local churches and other
organizations
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APPLICATION AND PROCEDURES
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A copy of your current job description
CURRENT JOB DESCRIPTION
Current job description- update every year with
the performance appraisal and reappointment
 Make sure job descriptions are current and
consistent
 Make sure supervisor has reviewed it
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APPLICATIONS AND PROCEDURES
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5 most recent performance reviews from the
employee’s personnel file including the last multiyear appraisal.
PERFORMANCE APPRAISALS
Provide the 5 most recent PA’s even if some are
not outstanding, the committee members know
that they’re subjective.
 Make sure to provide an explanation. Maybe you
and your supervisor did not get along, sometimes
it has nothing to do with your work performance,
just personality.
 Know what’s in your HR file, its your right to
know- no surprises.
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APPLICATION AND PROCEDURES
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A self assessment statement, no more than three
pages, which illustrates how the candidate meets
the criteria for promotion as described above.
A SELF-ASSESSMENT STATEMENT
Study the criteria and stick to them
 Provide the summary of each item of the criteria
 Reference readers to support documents (see
page)
 Don’t be afraid to blow your own horn
 Not a term paper
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APPLICATION AND PROCEDURES
Supporting documentation which demonstrates
that the employee meets the criteria set forth in
this presentation.
 Support letter within the current contract period
from members of the community attesting to
exceptional and meritorious service, as set forth
in the application.
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SUPPORT LETTERS
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Community member support letters
Choose very carefully, give plenty of time
Develop the relationships now
Provide them documentation (resume, curriculum
vitae)
Copies of any supporting documentation previously
mentioned
Submit to immediate supervisor
Determines if application meets criteria
Consult with the candidate for revisions
Supervisor usually wants to help you, it makes them
look good
Applicant solely responsible for the application
APPLICATION AND PROCEDURES
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It is the candidate’s responsibility to ensure the
completeness of the application. Achievement
shall be supported by documentation. It is the
candidate’s responsibility to ensure that written
documentation exists for all claims of
accomplishment. Hearsay and undocumented
claims of achievement cannot be accepted. The
candidate shall not have the right to submit
additional information beyond the Supervisor’s
level of review.
COMPLETENESS OF APPLICATION
Make sure you have supporting documentation
for all claims, especially those in your selfassessment statement.
 Diplomas/Certificates
 CD, DVD, pictures, video etc.- use them as long
as they provide support
 Do not put anything in your package that you
cannot support.
 Three ring binder/tab for application.
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APPLICATION AND PROCEDURES
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The application shall be submitted to the
employee’s immediate supervisor who shall
review the application to determine whether on
his or her opinion, the employee who meets the
above criteria. The Supervisor should consult
with the candidate an d may make suggested
revisions to the application. However, as noted
earlier, the application shall be the sole
responsibility of the applicant.
IMMEDIATE SUPERVISOR
Submit to immediate supervisor
 Determines if the application meets criteria
 Consultation with candidate for revision
 Supervisors usually want to show you off, it looks
good for them
 Again, applicant is solely responsible
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APPLICATION AND PROCEDURES
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The applicant must receive a copy of any
material/materials added to the application
packet by the Division Vice President and/or
President
APPLICATION AND PROCEDURES
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The Supervisor forwards all applications and
his/her recommendations to the Professional
Staff Review Committee. A copy of the
recommendation should be forwarded to the
candidate. If the recommendation is negative or
qualified, the candidate may submit a response
to he Supervisor’s recommendation which shall
be included in his/her application package.
APPLICATION AND PROCEDURES
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After considering all application the Committee
provided the appropriate Division Vice President
and/or his/her designee with the names of all the
meritorious qualified candidates. Candidates
shall be informed of this decision. All applicants
shall be forwarded to the Division Vice President.
APPLICATION AND PROCEDURES
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The President makes the final decisions. The
president may consult with the Vice President
and any others before making a final decision.