Embedded Files
Performance Plans
Performance Plans
Each employee should have a performance plan for the current review cycle. You can access the performance plan menu through onecampus.vt.edu. Each year, employees have the opportunity to develop performance plans with their supervisor. Please connect with your supervisor directly to understand your plan, need for self-evaluation and monitoring, and more.
Staff Performance Management Dates
Staff Performance Management Dates
Performance Goal Process
Performance Goal Process
Proactive planning is key to achieving the best outcomes, so we encourage all employees to start the performance goal planning process promptly. Collaborative participation is crucial in this process, and it is recommended that supervisors meet with their employees to set goals that not only align with departmental and college/division objectives but also with the broader goals of our university. This approach emphasizes not only performance but also areas for learning and career development.
Supervisor Role
Supervisor Role
Supervisors have a significant responsibility in the performance development process. They should begin by identifying the employee’s performance outcomes for a year from now. Then defining and communicating clear, ambitious, yet achievable expectations. Additionally, supervisors should take a moment to reflect on their own support, ensuring they are doing all they can to help their team perform at their best. Offering the right support is pivotal in fostering growth and boosting productivity.
Employee Role
Employee Role
In the performance development process, employees play an active role in their own growth and success, akin to individuals taking charge of their career paths. It's vital for employees to define relevant objectives for themselves, which should be both meaningful and measurable. Working with their supervisors, they should establish timelines throughout the year to ensure accountability and progress, much like setting project deadlines. Moreover, employees should consider the broader needs of their team and department, reflecting a collaborative mindset. Understanding and supporting these collective needs is a key aspect of effective teamwork, ultimately contributing to enhanced team performance.
2024 Performance Plans
2024 Performance Plans
The 2024 staff performance plans launch on November 1, 2023. This marks the official start of the performance cycle, and it is recommended to engage in meaningful discussions about performance goals at this time.
To ensure a seamless transition into the new cycle, employee performance plans should be in place no later than 60 days from the cycle’s launch date (i.e., by the first week in January 2024). This timeframe allows for thoughtful planning and discussion. Both the employee and supervisor will receive a communication from the VT Performance email info-968@mail.pageuppeople.com to start documenting the performance goals in the system.
Planning Period - Preparing to Launch
Planning Period - Preparing to Launch
To be prepared, employees should review position descriptions now to ensure their current job duties are reflected in the new performance cycle launch.
If descriptions are out of date, please email Emilee Hillman (emilee@vt.edu) with all changes needed.
Position descriptions need to be approved by October 15, 2023.
Employees should make sure their supervisor is listed correctly in Banner by October 15, 2023 by reviewing their profile in PageUp LMS. To view a current position description:
Go to One Campus
Click Start (Log in if needed)
Under Recruitment, Click Administration
Under Position Description, click Manage position descriptions and create …
Under Employee Name, type in the name (first or last should be sufficient)
Beside the person’s name, click View
If the supervisor information is incorrect in Banner, the PageUp PfM system will assign the incorrect supervisor at launch. If a supervisor is not identified in Banner, the performance cycle will not launch for the employee.
To learn more about the process and to access training materials, visit HR’s Performance Management site. For questions about the process or deadlines, please contact Emilee Hillman (emilee@vt.edu).
Evaluation Period
Evaluation Period
Planning Stage: November 8, 2022 - January 15, 2023
Touchpoints Stage: January 16, 2023 - July 29, 2023
Evaluation Stage: July 30, 2023 – October 12, 2023
Suggested timeline:
7/31/23 – 8/21/23: Employee completes the Self-Evaluation in PageUp.
Important: If the staff member decides not to complete a self-evaluation, they must select “I acknowledge” in the system to move the evaluation forward.
8/21/23 - 9/25/23: Supervisor prepares an evaluation for the staff member based on the notes in the system from Touchpoints and other conversations with the staff member throughout the year. Supervisor sends to the reviewer in PageUp. Due to Eileen by 09/25.
9/25/23 – 10/2/23: Reviewer approves the evaluation in PageUp.
10/2/23 – 10/9/23: Supervisor sends the evaluation to the staff member and schedules a time to meet with the staff member to discuss the content.
10/9/23 – 10/12/23: Employee adds commentary and acknowledges receipt of the performance evaluation in the system.
The System
The System
Process
Process
PFM Process Steps and Access.pdfClaiming an Employee
Claiming an Employee
Claiming Employee (1).pdfCollege of Engineering Values, Expectations, and Best Practices for Supervisors
College of Engineering Values, Expectations, and Best Practices for Supervisors
COEs Values Expectations and Best Practices for Supervisors_Summer 2023.pdfJournal Entry
Journal Entry
You can enter a journal entry for an employee (put employees name in subject/title and eval year) or as self. The point is the "who, what, when & why". You may tag a journal entry with key words, link to job duties, upload files, and enter as many entries as you would like towards each accomplishment. Journal entries are private until they are linked.
Linking a Journal Entry
Linking a Journal Entry
Search: PageUp Talent Management System
In the top right corner, you can add a Journal Entry. I recommend naming it by something clear so you can link it to the employee. For example, 2023-05-30_Touchpoint_Sally.
To link the journal entry to the employee:
From the main home page, select “2023-Staff Annual” under the employee name
Select “Job Duties” or “Goals” tab
Scroll down and by “Add comment”, click on the down arrow
Select “Link journal entry”. You may upload a file as well if needed. For now, you can just add the comment to any duty/goal as you likely had a broad conversation.
Touchpoints Stage
Touchpoints Stage
Touchpoints: recurring conversations between the planning and evaluation steps, which give supervisor an opportunity to informally review with the employee the things they are doing well as well as the areas needing improvement (feedback).
Touchpoints go beyond simple status updates. Employees should take this opportunity to communicate what they find challenging, rewarding, state of their well-being, or to even strengthen their work relationship with their supervisor.
Touchpoints can provide clarity and direction, help identify roadblocks, receive guidance and coaching, give you the tools to learn, grow and succeed/career goals.
Comments
Comments
You may add a comment on Job Duties and Goals. You can save as a draft and it will be a private comment or Save & Share. If you Save as Draft you can go to the three dots and click Edit, Publish or Delete. If you Publish then you are sharing with your supervisor and reviewer.
Questions
Questions
Please route questions to the contacts below (not the service center):
Lee Bishop: dabisho1@vt.edu
Cole Tankersley: cpt19@vt.edu
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