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.
Completing the Evaluation - Tutorial Videos
Completing the Evaluation - Tutorial Videos
For specifics on completing the evaluation in PageUp Performance Management system, check out the videos!
Staff Performance Management
Staff Performance Management
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.
The Cycle
The Cycle
Staff Performance Evaluation Cycle
Staff Performance Evaluation Cycle
The annual Performance Evaluation process is an opportunity for staff and supervisors to evaluate and recognize accomplishments, identify opportunities to build skills, and align individual efforts to high-level unit and division goals. All staff members are required to participate in the performance evaluation process. Please ensure that all staff members that report to you have a plan in the system. If your staff member does not have a plan, either first year or annual, please contact your nsihr@vt.edu.
The review period is based on the calendar year cycle effective January 2026.
The System
The System
Journal 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 nsihr@vt.edu for support.
Page updated
Report abuse