Resources - PageUp Performance Management

This resource page provides helpful documents and links with additional information about each step of the PageUp performance management cycle.

Training for PageUp PFM

Reviewer Training Aids

Access Performance Management for Reviewers

Performance Evaluation Frequently Asked Questions

Contact your HR Representative for any of the following:

My employee/supervisor is out on an extended leave of absence
My staff employee has moved into an AP faculty position
My new employee transferred from another position on campus and I need to update their job duties for the new position (internal transfer)
My employee has left the university
My supervisor/reviewer is incorrect in the PageUp Performance Management System
My job duties are not correct in my performance plan

What is the purpose of self-evaluations?

To provide an opportunity for you to have an active role in the evaluation process, rather than simply being the recipient of feedback from your supervisor. Following are other reasons for a self-evaluation:

To help open up the conversation between you and your supervisor during the performance evaluation meeting.
To allow you the opportunity to highlight any obstacle you overcame to improve your performance from a prior review period.
To allow you a chance to address any concerns and struggles you may have as you relate to the job.
To provide you an opportunity to document your accomplishments and strengths.

Note: even if you choose not to complete a self-evaluation you must log into the system and move your review to your supervisor.

Can I decline to complete a self-evaluation?

Yes; however, your supervisor will still complete the evaluation of your performance without your input. Refusal to complete the self-evaluation must be your decision.

Note: Even if you choose not to complete a self-evaluation, you must log into the system and take action to move your review to your supervisor.

What if I disagree with my supervisor's evaluation?

If you disagree with the performance evaluation you can:

Include your comments at the end of the evaluation to explain your disagreement and provide clear examples for not agreeing with the feedback received.
Respectfully appeal the evaluation to the reviewer. Send a written communication to the reviewer within ten (10) business days of receipt of the evaluation. The reviewer will have ten (10) business days to respond to your request.
File a grievance within thirty (30) days of receipt of the evaluation. Please contact the Employee Relations department for more information regarding this process.

Who should I contact if I have concerns about the fairness of the rating I received on the performance evaluation?

You should first try sharing your concerns with your supervisor. You may also appeal your evaluation to the reviewer within 10 business days after the receipt has been acknowledged. Contact your HR Representative for assistance.

We updated my position description in the Applicant Tracking System but the job duties that imported into the PageUp Performance Management System aren't correct.

The position description had to be fully approved before the performance review was launched. If it was, the information that is imported into PfM is the section called job duties, NOT the actual summary or required/preferred qualifications. For specific questions, contact your HR Representative.

Neither I nor my supervisor can edit my job duties or goals in my performance plan.

Your review must be in the planning step to edit your plan. If you are in the plan approval step or touchpoints your supervisor will need to move the review back, one step at a time, to the planning step for any edits. After edits both the supervisor and employee must re-acknowledge/re-approve the employee’s plan.

How do I get my job duties back if I deleted one/all of them?

The system will only pull in job duties when the reviews are launched. If you accidentally delete a job duty you will need to add it back in the goals section.

Can I just copy my job duties into the goals section in my performance plan?

Both the job duties and goals will be rated during the evaluation phase of the review cycle. If you copy your job duties into your goals then you will be rated twice on the same responsibility. You should ensure that responsibilities are not combined into one job duty/goal so that each has its own measurement describing what it means to meet the expectation for that job duty/goal and so that each can be rated separately.

As a best practice, we recommend that you not only define what it means to meet each responsibility but what it means to be exceptional.

My employee(s) are missing from my Team Performance Reviews widget. What do I do?

If your employee is in their first year at the university, they will automatically have a first year performance review launched after their start date. If your employee is not in their first year, log into the system to see if the system is asking you take action because you have an unclaimed review. If so, claim the employee/review. If not, contact your HR PfM Partner to ensure you are listed as the supervisor for that employee in Banner.

I am a reviewer and I have no employees in my Reviewer Actions widget.

You will not see any employees listed until the supervisor moves the employees’ reviews from their evaluation to you for review.

I am a supervisor and the reviewer cannot see my comments. What do I do?

If the reviewer cannot view the comments, likely they are in a draft (visible only to me) state. Move the review back a step and publish your comments. The employee will not be able to view the comments until the final step of the evaluation.

North End Center, Suite 2300 (0318)
300 Turner Street NW
Blacksburg, VA 24061

Hours 8 a.m.-5 p.m.
Phone 540-231-9331
Fax 540-231-3830
Email hrservicecenter@vt.edu

PageUp Performance System

If there are any questions regarding the performance system or process, contact the HR Representative for the senior management area.

HR Representatives