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Resources - PageUp Performance Management

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

Writing and updating a job description can help with establishing specific job expectations.  Employees that have a better understanding of their jobs, will work more effectively in their roles.  

Here are some helpful links:

Learn how to define SMART goals and link them to strategy with this video.

Setting Team and Employee Goals Using SMART Methodology (LinkedIn Learning) 

Check out other resources on our Planning and Setting Goals webpage.

Virginia Tech faculty, staff, and students all have LinkedIn Learning accounts which can be accessed through single sign-on using Virginia Tech's PID and Password. To activate the free LinkedIn Learning account, register using this link If you have a personal LinkedIn account, log out of your personal account then log in through the link.

Link to Evaluations webpage

Probationary Employees:

Classified and University Staff:

Performance Evaluation Frequently Asked Questions

Contact your HR Performance Management Partner 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

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 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 it has been signed. Contact Employee Relations for guidance. 

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 Performance Management Partner

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. 

Training for PageUp PFM

Learn more about Performance Management with these videos:

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A Time to Learn, Grow, and Succeed!
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Starting Something New
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It's Goal Setting Time
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Best Performance Review, Ever!