Rutgers University

Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Notes: Performance evaluations for URA-AFT employees eligible for the Staff Compensation Program (SCP) must be
completed by April 30 of each fiscal year.
For more detailed instructions, see the UHR website (http://uhr.rutgers.edu/SCP-deans-managers) or call 848-932-3020
and ask to speak to an HR Consultant.

SECTION 1: APPRAISAL MATRIX

1. List the three to five Key Duties (use a word or short phrase to describe the duty) of the position.
2. Indicate the priority percentage for each duty (should total 100%).
3. Appraise each duty in Sections 3 & 4 (the following page), then transcribe the rating to the column below.

Key Duties Priority Rating

1. Provide academic and personal coaching 60% Meets Standards

2. Implement and participate in student success programs 15% Meets Standards

3. Maintain accurate student records and data to support 10% Meets Standards
SSC objectives and strategic plan

4. Participate in targeted SSC initiatives and programs 10% Meets Standards

5. Other related duties as assigned 5% Meets Standards

SECTION 2: OVERALL ASSESSMENT

Based upon the appraisal rating for each key duty and its priority level, indicate the employee’s overall appraisal rating which
reflects his or her performance during the past year by checking one of the categories below. Use the following rating scale and
provide comments to explain your rating.
(Check only one.)

 Meets Standards. This rating encompasses a wide range of performance from employees satisfactorily meeting job
expectations to making exceptional contributions in advancing the objectives of their departments and/or the university.

 Does Not Meet Standards. Employees who do not satisfactorily meet job expectations and overall do not consistently
perform their assigned responsibilities adequately will be given this rating. Employees who receive this rating will be
provided specific guidelines on how to improve performance and will be reevaluated again by October 15 of this year.

Note: Performance in the higher priority duties should have a greater impact on the overall assessment than
performance in the lower priority areas.

Comments (add pages as necessary):

 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Key Duty #1: __ Provide academic and personal coaching ______________________________________________________

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance for the current
evaluation process.
 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

Meets Standards
• Outreach to caseload regularly and schedule, manage, and conduct student appointments (phone, e-mail, text, and
video chat) as required, to build relationships as well as provide high quality, accurate, and timely feedback,
problem resolution, and referrals to SSC students (individual and group modalities).
• Provide basic advising and develop structured and measurable goal plans along with strategies to improve and
achieve academic, personal, and/or professional success based on assessment of needs.
• Seek out information about and integrate best practices related to student success, coaching, and advising into the
support provided to SSC students.
• Create and contribute content to SSC coaching resources.
• Demonstrate high degree of professionalism and integrity into supporting students.
• Develop and maintain campus working knowledge of university systems, policies, procedures, resources, events,
and services in order to improve student navigation, and relay important information and opportunities.
• Develop strong collaborative relationships across campus and within community to identify solutions, coordinate
effective referrals, and conduct efficient follow-up.
• Monitor risk factors, student success, and progress toward degree completion by utilizing available technology,
early-alert tracking systems, and through communication with campus partners.

Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal
Check only one rating level to appraise the employee’s performance during the past year on the duty described above. Use the
explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach pages as
necessary).

Fallon works with students who range across the spectrum in terms of ability, risk, and need, and utilizes a holistic approach to
best support them in pursuit of their goals. This year, Fallon was responsible for an assigned average caseload of approximately
139 first-year students, and continued her coaching relationship with approximately 24 upperclassmen. Guided by the
Appreciative Advising Model and other best practices, Fallon has established positive relationships with students and identified
creative and sustainable solutions to meet their needs. Her dedication to providing wraparound support is demonstrated in her
ability to manage multiple referrals and communications to assist in the resolution of student issues. In providing holistic
advisement, goal planning guidance, and follow-up services to students regarding their personal, academic, and professional
advancement, Fallon has successfully conducted 542 coaching sessions with 143 unique students thus far, offered in a variety of
modalities (phone, in person, virtually). Furthermore, Fallon is the staff member with the highest count of student appointments
this year. She effectively utilizes Raptor Connect and relevant data to monitor student performance and inform her intentional
outreach with targeted groups. She continues to work relentlessly to ensure that her assigned students are meeting with her on a
regular basis and has developed creative ways to outreach to those who have been more challenging (i.e. Smores, posting on
campus app, & flyers in residence halls). She takes great initiative and has been strategic in her scheduling and programming
efforts to ensure that she allots appropriate time for all students on her caseload, as she balances between appointments and
passive programming throughout each month.

In addition to the retention efforts that are inherent within her daily work with her assigned caseload, Fallon has also contributed
to retention efforts during the summer months (phone and online survey campaign), by collecting data from and supporting the
re-enrollment processes for previous students who have stopped out of the institution.

Contributions toward coaching resources include 1) Development and guest coordination of summer and winter webinar series,
2) department newsletter content, 3) Online post-appointment feedback form, 4) group appointment discussion topics, 5) team
book club research and discussion development and 6) summer 2020 webinar revisions. Fallon is also in the preliminary phases
of revising the Roadmap to Success curriculum for anticipated use in the fall semester.

Additionally, through programming efforts and coordination of services for students, Fallon has successfully established various
collaborative relationships with internal campus partners (Learning Center, Diversity & Inclusion, Dean of Students, Career
Center) who have contributed to the department’s success initiatives. Further, she contributes to building and maintaining a
positive rapport with staff and faculty by attending their program events (Women’s chat & chew, lunch & legos, etc.) and via her
creative thank-you cards for those who participate in our programming or have had a significant impact on our student body.

Fallon effectively utilizes Raptor Connect to monitor and gather data on student performance and intentionally uses this
information to inform relevant campus partners, advise students in sessions, connect with appropriate referrals, and make
recommendations for service improvement. As a co-investigator in the “Nudges” study beginning this summer, Fallon utilized
Raptor Connect to coordinate critical appointment campaigns and educated students about the aims of our research.

Within the last month in particular, Fallon has demonstrated her ability to adapt quickly and responsively to the telecommuting
demands related to COVID-19, and has remained a reliable source of support for her students.
 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Key Duty #2: ____ Implement and participate in student success programs ______________________

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance for the current
evaluation process.
 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

Meets Standards
• Assess SSC student needs and make recommendations regarding programs or improvement to current practices
to meet those needs.
• Collaborate with SSC staff and campus partners on the coordination, development, and implementation of
student programs, initiatives, and associated learning outcomes.
• Deliver high quality student success programs to SSC students.
• Demonstrate and continue to develop skills in student programming and event management.
• Assist in developing advertising, outreach, and other marketing initiatives.
• Monitor student attendance at required programs and events.
• Generate reports detailing engagement efforts and program impact on student outcomes.

Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal
Check only one rating level to appraise the employee’s performance during the past year on the duty described above. Use the
explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach pages as
necessary).

Fallon has worked collaboratively within the department and division to assess student needs and implement various strategies to
effectively respond, including departmental workshops and campus-wide initiatives. Fallon has worked to develop, promote, and
facilitate student success programming ranging from informal social gatherings to formal presentations related to peer and
faculty relationships, goal setting and motivation, academic skill building, resource awareness, and student
recognition/celebration ceremonies. To further promote our initiatives, Fallon has also contributed by creating flyers and tabling
in the campus center to increase awareness of the progress reporting period. During the fall and spring semesters, Fallon was
tasked with additional duties, like arranging agendas and presentation materials, managing room reservations, securing catering
orders, maintaining our department Engage page, promoting programs on social media, and organizing our online photo album.
She has further contributed to advertisement and marketing efforts of our department and programming by recruiting students
through canvassing efforts, engaging frequently with cohort participants and recommending their attendance based on interest
and need, as well as posting on the Rutgers-Camden app.

Additionally, Fallon played a role in facilitating a class session for the School of Business’ Professional Skills Forum. Two of
the most impactful projects this year were Fallon’s planning, coordination, and implementation of the Rutgers-Camden’s
inaugural Career Closet event and the development of the summer webinar series for our incoming class of new students. In
conjunction with the Career Center, the 2-day Dress for Success event was executed seamlessly from the planning stages all the
way through implementation. With Fallon’s efforts, generous donations were received from the campus and community-wide.
Nearly 250 students were able to walk away with new additions to their professional wardrobes (over 50% were SSC/EOF/TRiO
students). In creating our online orientation series, Fallon worked for months to develop content, collaborate with campus
partners, and train herself and others on the use of the WebEx technology as well as other video editing software. Her efforts on
this projects played a huge role in transforming the way that we connect and interact with our students.

Finally, Fallon has demonstrated strong administrative skills that have facilitated her ability to meet appropriate deadlines,
perform quality work, and contribute to assessment practices.
 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Key Duty #3: __ Maintain accurate student records and data to support SSC objectives and strategic plan__________

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance for the current
evaluation process.
 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

Meets Standards
Consistently and accurately document student interactions and attendance at required and recommended SSC-supported events.
• Maintain academic records, student contact notes, and files as directed by supervisor.
• Demonstrate high levels of accuracy and attention-to-detail in providing and tracking student data.
• Contribute to strategic planning efforts and assessment initiatives to determine department impact, identify
individual students’ concerns/issues that disable them from successful academic progress, track customer
service performance, and to improve student services and satisfaction.

Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal
Check only one rating level to appraise the employee’s performance during the past year on the duty described above. Use the
explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach pages as
necessary).

During department-hosted events and coaching sessions, Fallon adequately documents attendance and relevant contact notes in
an effort to contribute to the comprehensive data regarding our cohort, and to track ongoing support. Fallon is consistently on-
time and detailed with her notes and other documentation tasks. She remains organized with her time which helps to promote the
timely submission of requested information. Fallon has displayed satisfactory customer service to students and colleagues by
responding to inquiries in a timely fashion upon assessing concerns, researching solutions, and explaining options, which is then
succeeded by follow-up with necessary parties, and advocacy efforts when necessary. Fallon has managed and documented
outreach for her caseload related to class registration, progress reports, academic and financial holds, unofficial withdraw status,
and other retention-related factors to support continued enrollment. In the fall semester, she was responsible for monitoring and
updating progress report rosters over a 3-week period for the entire team. During monthly evaluation meetings, Fallon is
responsible for documenting and analyzing personal reports that describe monthly appointment trends. Further, via the use of a
Smartsheet dashboard, Fallon is able to assess appointment statistics, issued progress reports, and status of learning center
referrals on a weekly basis. At the culmination of the academic year, Fallon will be provided with a summary of feedback from
students, in order to reflect on and inform suggestions for revised practices and departmental goals.
 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Key Duty #4: Participate in targeted SSC initiatives and programs (e.g. recruitment, orientations, open-houses, campus-wide
events, information sessions, etc.) as directed by supervisor

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance for the current
evaluation process.
 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

Meets Standards
• Contribute to and facilitate summer orientation curriculum and presentations.
• Provide accurate and timely information about SSC services and programs to colleagues, students, parents, and
prospective admits.
• Demonstrate knowledge of specific issues and competency in skill sets necessary to participate in initiatives and
programs.
• Develop and maintain strong relationships with colleagues.
• Assist in delivery of informational presentations about the SSC office and student success topics.
• Represent with integrity the SSC department and needs of its students when serving on committees and participating
in campus initiatives.
• Take initiative to regularly seek new information and professional development opportunities to inform and improve
student services, programming, and collaboration with campus partners.

Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal
Check only one rating level to appraise the employee’s performance during the past year on the duty described above. Use the
explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach pages as
necessary).

Last summer, Fallon served as a reliable and informative host for our inaugural Scarlet Scholar webinar series for incoming
students, and contributed to the coordination efforts of our Scarlet Scholar Kickoff event in September. She also served as a
dependable representative during the campus’ Discover Rutgers Days in the fall. She will continue to play a critical role in
upcoming recruitment events, orientations, etc.
Current committees and workgroups that she’s contributed to this year include: 1) Career Closet/Dress for Success, 2) Chair of
Peer Mentoring Initiative for the SAS division, and 3) the division’s student life-cycle project. Professional development
opportunities that she’s taken part in include various student success webinars and the First-Generation Student Conference.
From this conference, Fallon brought back useful information to share with our team and suggestions for incorporating it into
practice. She has also participated in regular mentor meetings with Dr. Corley of TRiO and has taken the initiative to read
additional student success literature. She has also contributed to professional development of a colleague by having new TRiO
counselors shadow her student meetings. Moving forward, Fallon will be invited to join other campus partners on committees
that are relevant to her work.
Within the next review period, Fallon will be advised to continue taking part in and identifying new professional development
opportunities that can contribute to her work and prepare her with the necessary skills for future professional roles (campus
trainings, local conferences, professional mentorship).
 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

Key Duty #5: __ Other related duties as assigned __________________________________________________________

Note: Please copy this page for each Key Duty and attach additional pages to the form as necessary.

SECTION 3: PERFORMANCE STANDARDS

For each key duty, describe the performance expectations for the Meets Standards level of performance for the current
evaluation process.
 Check here and detail on an attached page if standards are being modified for next year’s evaluation process.

Meets Standards
• Participation and completion of additional tasks assigned

Does Not Meet Standards

SECTION 4: APPRAISAL & DOCUMENTATION

Appraisal
Check only one rating level to appraise the employee’s performance during the past year on the duty described above. Use the
explanations for the rating scales described in Section 2.

 Meets Standards

 Does Not Meet Standards

Support for Appraisal

Provide documentation and specific examples of performance or accomplishments to support your rating (attach pages as
necessary).

Added projects/initiatives that Fallon is/has been responsible for contributing toward this year include: 1) A total of 16 Advising
& Registration Day presentations and 2) Facilitating a Professional Skills Forum session in partnership with the School of
Business.

Most notably, Fallon has demonstrated herself to be a dependable and reliable team member in the absence of departmental
leadership. With confidence, Fallon can be tasked with assignments to oversee and objectives to meet on my behalf while out of
the office, and she ensures that they are carried out effectively and efficiently.
 Rutgers University
Performance Evaluation Form for Fiscal Year 2019 - 2020 (fill in)
Union of Rutgers Administrators-American Federation of Teachers (URA-AFT)

Employee Name: Fallon Conry

SECTION 5: PERFORMANCE IMPROVEMENT OR ENHANCEMENT

To be completed by supervisor based on performance ratings from prior year and performance expectations for upcoming year.
Must be completed and specific guidelines provided on how to improve performance if overall evaluation is “Does Not
Meet Standards”.

SECTION 6: SIGNATURES AND COMMENTS

Overall Appraisal Rating (from Section 2):  Meets Standards

 Does Not Meet Standards (will be re-evaluated by October 15 of this year)

__Kendall Barton___________________________ _____________________

First-Level Supervisor Date

Comments:

__Marsha Besong__________________________ _____________________

Second-Level Supervisor Date

Comments:

_________________________________________ _____________________
Employee Date
Notes: An employee’s signature does not necessarily indicate agreement with this evaluation. An employee may request a
review of the evaluation in accordance with Article 41, Section E of the negotiated URA-AFT Agreement and as explained on
the Staff Compensation Program Review Request Form available on UHR’s website
(http://uhr.rutgers.edu/sites/default/files/userfiles/URAAFTReviewRequestForm.docx), or by calling University Human
Resources at 848-932-3020.