Resources - PageUp Performance Management

Via the Dashboard Widget

1. Log into PageUp Talent Management System at https://virginiatech.pageuppeople.com/dock.aspx, or navigate to training.vt.edu and select PageUp LMS.
2. On your dashboard, find the "My Performance Reviews" widget and select the title of your plan to open it.

Via the Navigation Bar

1. In the top navigation bar, select "About me," then choose "Performance reviews" from the drop-down menu.
2. On the performance review list page, select "Open review" to access your current plan.

Notes:

• If you can't access your performance plan, it's currently under your supervisor's or reviewer's responsibility. You'll gain access once there's an action for you to take.

Role 1 Users (Most Employees)

1. Go to https://hokies.pageuppeople.com and log in using your 2-Factor Login credentials.
2. From your dashboard, select "My position description" to view all the details of your job.

Role 2 (and Higher) Users

1. Go to https://hokies.pageuppeople.com and log in using your 2-Factor Login credentials.
2. From your dashboard, open the "hamburger" menu (☰) in the top left corner. Under the "Jobs" section, select "Manage position descriptions."
3. In the "Employee Name" field, type in your legal name, then select "View."

To Add a Journal Entry to Your Journal

1. In the top navigation bar, select "Journal entry" — a pop-up window will appear.
2. In the "Journal title" field, add an informative title. If the entry is for a direct report, include their name.
3. In the "Journal entry" text box, write a descriptive note about the event.
4. Select "Add" to save the entry. A confirmation message reading "Journal entry added" will appear.

Tip: Add journal entries throughout the year for all your accomplishments — it's recommended to include What, When, Where, Who, and How details to make completing your performance review easier.

To Add a Journal Entry to Your Review

1. Open your current review from your dashboard or by going to "About me" → "Performance Reviews" → "Open review."
   Note: that the review must be in touchpoints or employee self-review status for you to add journal entries.
2. On the Job Duties or Goals pages, select the down arrow next to "Add comment," then choose "Add journal entry."

To Review Your Journal

1. In the top navigation bar, select "About me," then select "Journal." Entries will appear in chronological order with the most recent at the top.
2. To edit an entry, open it and make your changes, then select "Done." To delete it, use the trash can icon.
3. To tag an entry, type a keyword or phrase (such as a performance year like "2021-22") and press Enter.

To Add a Comment to Your Review

Comments can be added on the Job Duties, Goals, and Overall Ratings pages.

1. Open your current review and navigate to the page and specific job duty, goal, or overall rating you'd like to comment on.
2. Select the "Add comment" button.
3. Type your comments in the text box.
4. Choose one of the following save options:
   • "Save & Share" — makes the comment public and visible to the employee, supervisor, and reviewer.
   • "Save as Draft" — saves the comment as visible only to you. It will be time and date stamped.
5. If you saved as a draft and want to publish it later, select the 3 dots/ellipses on the comment and choose "Publish" from the drop-down menu.

To Upload a Document to Your Review

1. Open your current review and select the page and specific job duty, goal, or overall rating you'd like to upload a document to.
2. Select the down arrow next to "Add comment," then choose "Upload file."
3. Select "Choose File" and locate the file on your computer. Optionally, add a description. Accepted file types are: .xls, .xlsx, .doc, .docx, .ppt, .pptx, .txt, .pdf, .rtf, .jpeg, .jpg, and .png.
4. Select "Upload file" to complete the upload. Note that uploaded files are immediately public.

To Comment on Your Development Plan

1. Open your current review and select the Development Plan page.
2. At the bottom of the page, type in the open text box — comments save automatically and are immediately public.

Notes:

• These features can only be accessed during Touchpoints and Evaluation phases.
• It is recommended to date your development plan comments.

To Copy Goals from a Previous Plan

1. Navigate to the planning stage of your performance plan and go to the Goals section.
2. Select "Add Goals," then choose "Goals from a previous review" from the drop-down options.
3. Select the category you want to import goals from (e.g., Job Duties or Goals).
4. Select the title of the specific previous goal you want to import.
5. Review the description of the goal to verify it still applies to the current review cycle.
6. Once confirmed, select "Add Goals" to add it to your current performance plan.
7. The imported goal can be edited once it has been added to the plan.

Note:

• This feature only works if the employee has goals from a prior plan to import.

1. In the top navigation bar, select "About me," then choose "Performance reviews" from the drop-down menu.
2. On the "My Performance Reviews" page, use the Status drop-down to change the filter to "Complete," then select "Search."
3. Locate the specific review you would like to print.
4. Click the "I want to..." drop-down next to that review and select "View the report." A pop-up will open with your report in a new window.
5. In the top right corner of the report, you will see three icons. Choose one of the following options:
   • View PDF — opens the review as a PDF file.
   • Revision History — view the history of changes.
   • Printable Version — opens a printer-friendly version of the review.

Option 1: Access Through the Dashboard Widget

1. Log into the PageUp Talent Management System
   • Go to: https://virginiatech.pageuppeople.com/dock.aspx
   • Or navigate to training.vt.edu and select PageUp LMS.
2. Locate the “Team Performance Reviews” widget on your dashboard.
3. Select the title of the performance plan for the team member you want to review.
   • This opens the employee’s performance plan directly.

Option 2: Access Through the Navigation Bar

1. Locate the navigation bar at the top of the screen.
2. Select “My Team”, then choose “Performance Reviews.”
3. If multiple performance reviews are listed:
   1. Enter the employee’s last name in the search field.
   2. Select Search to locate the correct performance plan.
4. (Optional) Use the “Level” drop‑down menu to filter results:
   • Choose Direct Reports or Reports Once Removed, depending on your need.

Opening the Performance Plan

1. Once you locate the correct performance review, select “Open review.”
2. Alternatively, you can:
   1. Select the “I want to…” drop‑down menu.
   2. Choose “Open review.”

Important Note: If you cannot access a performance plan, it may still require action from the employee or another assigned reviewer. Once you have an assigned action, access to the plan will be enabled.

1. Locate the alert in your Team Performance Reviews widget indicating that you have an employee to claim.
2. Select “Show me” to view the employee requiring action.
3. Select “Action review.”
   • This opens the Action Review box.
4. In the Action Review box, select “Assign review to me (take ownership).”
   • This action claims the employee.
5. Confirm the employee appears in your Team Performance Reviews widget after claiming.

Important Notes:

• After completing these steps, your employee should show in your team under the Performance Reviews widget.
• If you experience issues or have questions, contact Human Resources at hrservicecenter@vt.edu.

Access the Performance Review

1. Locate the navigation bar at the top of the screen.
   • Select My Team, then Performance Reviews.
2. If multiple performance reviews are listed:
   1. Enter the employee’s last name in the search field.
   2. Select Search.
3. Select the employee’s name to open their profile.
   • It does not look like a link; however, it is a link.
   • This function only works if you are the direct supervisor in the PageUp organizational chart.

Move the Review Back to Edit the Plan

1. Select the tab "Development and Performance" or "Performance," then scroll down to the Performance Reviews section.
2. Select the word in the column under the Review step of the appropriate performance plan (for example, "Plan Approval"). It does not look like a link; however, it is a link.
3. Confirm the action by selecting the Submit button to move the performance review back.
   • Depending on where the review currently is, you may need to submit it multiple times (for example, moving it back from Touchpoints → Planning Approval → Planning).

Update and Re-Approve the Plan

1. If previously selected the I acknowledge button, select the Revoke button before making changes.
2. Make the necessary updates to the performance plan content.
3. Progress the review forward by selecting the I acknowledge button.
4. During Touchpoints, it is recommended to:
   • Document the updates using a comment or journal entry explaining why the change was made.

Important Notes:

• It is not recommended to change a performance plan less than three months before the end of the review cycle, as there may not be enough time to properly evaluate performance.
• Contact your HR Representative with any questions.

Accessing the Review

1. Log into PageUp at https://virginiatech.pageuppeople.com/dock.aspx or via training.vt.edu → PageUp LMS.
2. Access the review either from the "Reviewer Actions" dashboard widget or via the navigation bar: "My team" → "Performance Reviews." Reviewer reviews are marked with a green downward arrow.

Sections to Review

The review contains the following sections to navigate through: Start, Job Duties, Goals, Overall Rating, Development Plan, and Next Steps. Use the Back and Next buttons to move between pages.

Reviewing the Evaluation

1. On the Start page, review the overview. The evaluation includes the employee's self-evaluation (if completed) and the supervisor's evaluation. Keep the rating definitions in mind: Exceptional, Meets, and Does not meet.
2. Review each section — Job Duties, Goals, Overall Rating, and Development Plan.
3. Note that as the reviewer, you cannot change ratings in the system. If changes are needed, request that the supervisor move the review back.
4. If your college or department requires a calibration review for consistency or budgetary purposes, do not approve until that calibration is complete.

Completing the Review (Next Steps)

1. Once satisfied with the evaluation, navigate to the Next Steps section.
2. Optionally, add a final comment for the employee at the bottom of the Next Steps section.
3. Select "I acknowledge" to finalize your reviewer role.
4. Once approved, the review will automatically move to the Supervisor/Employee Discussion stage.

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.

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.

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.  

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.

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. 

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.

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.

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.

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.

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

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.