RPI MAX Frequently Asked Questions (FAQs)

PageUp is an online, user-friendly tool that supports the employee recruitment and onboarding process as well as the annual performance review process for staff. PageUp houses employee Position Descriptions and supports ongoing performance development, goal setting, and meaningful feedback throughout the review period.

No, the PMT will no longer be used. Positions descriptions will be located in PageUp. Annual evaluations for staff will be completed online via PageUp. 

PageUp is used by all staff and their managers throughout the RPI MAX cycle. This platform is not used for faculty evaluations at this time. 

• Managers will have access to their own evaluation as well as the evaluations of their direct reports.
• Staff with no direct reports will have access to their own evaluation. 

You can access PageUp using the following links: 

• PageUp Performance Reviews: https://rpiemployees.pageuppeople.com/Dock.aspx
• Page Up Position Descriptions: https://rpi.dc4.pageuppeople.com/PositionDescription

• Log in to PageUp using your RPI Single Sign-On.
  • Employees, find your current review under the “My Performance Reviews” section.
  • Managers, find your employee's current review under the “Team Performance Reviews” section.
• Select the current review cycle.
• Click each tab to view the components of the performance review (Job Duties, Competencies, Goals)
• Employees can access each of these tabs throughout the cycle with the exception of when the manager is completing the Annual Evaluation. 
• Managers can access each of these tabs throughout the entire cycle. 

If you are a manager and have employees missing or access to an employee who does not report to you in PageUp, please email rpimax@rpi.edu. In your email, please provide the name and position number for yourself and the employee(s) you are referring to. 

All position descriptions are now located in PageUp. You can access your position description or your direct report’s position description by following these steps:

• Log in to PageUp using your RPI Single Sign-On.
• On the position description page, it is recommended that you search via the position number, but you may also search using the position title and employee name. 

If you are a manager and cannot locate your employees position description or have access to employees who do not report to you, please email rpimax@rpi.edu. In your email, please provide the name and position number for yourself and the employee(s) you are referring to. 

If you are a manager and you have recommended changes to a Position Description please following these instructions to make a recommended change.

RPI’s core competencies outline the skills, knowledge, abilities, and behaviors required to successfully perform a specific job or role and accomplish established goals. 

Competencies are a fundamental component to performance success because they provide structure, clarity, and alignment. Competencies encourage employees to take ownership of their performance by understanding the direct link between their actions and their performance outcomes.

RPI’s competencies are based on specific job categories and are listed here.  

• Log in to PageUp using your RPI Single Sign-On.
• Find your current review by clicking “My Performance Reviews.”
• Open your current performance review
• Click the tab titled “Competencies” to view the competencies associated with your position. 

No, competencies cannot be changed. These competencies were carefully developed by RPI to ensure they encompass the key components of what it means to work for RPI. They are designed to reflect the essential skills, behaviors, and expectations necessary for success within our organization.

• PageUp’s journal feature is used for:
  • Recording Performance Notes – Managers and employees can log ongoing performance notes, feedback, and observations throughout the review cycle.
  • Enhancing Performance Reviews – The journal acts as a reference during formal performance evaluations, making the process more comprehensive and data-driven.
  • Supporting Development Goals – Employees can use the journal to document progress toward career development and learning objectives.
• Access the RPI MAX Virtual Toolkit to learn more about journaling in PageUp.

• Each employee has their own private personal journal. Managers can use their personal journal to make entries about themselves and their employees.
• If a manager chooses to attach a journal entry to an employee’s evaluation, the employee will be able to view the entry at that point.
• Access the RPI MAX Virtual Toolkit to learn more about journaling in PageUp.

• You can add journal entries in PageUp at any time throughout the year. Journal entries serve as an ongoing record of performance, accomplishments, and feedback, allowing employees and managers to document important events, progress, and areas for improvement as they occur. This helps ensure a comprehensive and accurate performance review process.
• Access the RPI MAX Virtual Toolkit to learn more about journaling in PageUp.

Yes, use PageUp to edit or add new goals and communicate changes and progress throughout the year.

In PageUp, the status “goal deferred” means that a specific goal has been postponed and will not negatively impact the overall annual rating at the end of the cycle. This typically happens when a goal cannot be achieved within the current performance cycle but may be revisited later.

• Possible Reasons for "Goal Deferred" Status
  • Change in Priorities – The goal is no longer a top priority for the current review period.
  • Lack of Resources – The necessary tools, budget, or personnel are not available.
  • Business or Organizational Changes – Structural or strategic shifts impact the goal’s relevance.

June 1 – July 31

• Step 1
  • Manager complete Annual Evaluations for staff in PageUp
    • Rating scales will open, files and journal entries can be attached
    • Employees cannot access their evaluation but still have access to their journal 
  • Managers are encouraged to ask their employees to share a self-reflection with them

  • Manager click “Next steps” to advance to the discussion phase. (Once in the discussion phase updates cannot be made to the evaluation without contacting HR) 

     

• Step 2
  • Performance Evaluation Discussion 
    • Manager and employee meet to have a detailed discussion about the annual evaluation 

    • Manager click “Next steps” to advance

       

• Step 3
  • Employee Acknowledgement - By July 31 deadline
    • Employees enter PageUp to access their performance evaluation and acknowledge that their manager has reviewed the evaluation with them.
    • Employees will have the opportunity to comment in this section as well. 

• When it is time, Log in to PageUp using your RPI Single Sign-On.
• Find your employees under the section “Team Performance Reviews.”
• Select the employee’s current review cycle.
• Click each tab to give ratings for job duties, competences, and goals according to each rating scale. Provide comments and attach documentation or journal entries as needed.
• Review the system generated overall rating. 
• Select “Next Steps” to advance to the employee discussion portion of the process. Once you have advanced to the "Employee Discussion" step you will not be able to make changes to the evaluation. If changes are needed please contact rpimax@rpi.edu. 
• After meeting with your employee to review the evaluation, select “Next Steps” for the employee’s acknowledgment.
• Once the employee acknowledges receipt of the evaluation in PageUp, the annual performance evaluation is complete for the current rating period. 

The employee’s overall annual performance rating is automatically calculated based on the manager’s ratings of job duties (40%), competencies (50%), and individual goals (10%).

Because each category uses a different rating scale and structure, ratings are also weighted within each category to ensure the final overall rating accurately reflects performance.

In order to adjust the overall rating, you will need to go back to each tab and adjust the ratings for duties, competencies, and goals. Proceed with caution to ensure changes are based on an objective assessment of the employee’s performance.

We have identified a text display error in the PDF report that can be generated from an employee’s annual evaluation in PageUp via the "Actions" button.

In a few circumstances, the rating that you select in one of the 3 main categories may appear inaccurately in the PDF report. This discrepancy impacts the words associated with the rating not the numeric value. The numeric values, overall calculations, and final overall rating are accurate and are not affected by this issue within the PDF. 

If you notice a discrepancy between the rating description shown on the PDF report and the rating you have selected in PageUp, please refer to the Next Steps Summary, which accurately reflects the intended ratings and evaluation outcomes.  Once on this page you may expand the Rating Summary and right click to print or create a PDF. 

• No, all annual performance evaluations will be completed online via PageUp. You may download a PDF of the annual evaluation through PageUp. 

No. After submitting the annual evaluation, changes cannot be made in the system. If changes are needed, please contact rpimax@rpi.edu for assistance.

• Should an employee disagree with the performance evaluation, the employee may discuss the differences with the supervisor in an effort to come to a resolution. The supervisor may make changes in the performance evaluation after discussion or may leave the performance evaluation unchanged. If the employee and the employee’s supervisor are unable to achieve a resolution, the employee should discuss the appraisal with the next level of supervision, up to the Portfolio owner, who will seek a resolution. Please note that the dispute resolution and peer review appeal procedure set forth in HR Policy #900.2, Dispute Resolution and Peer Review Appeal Process does not apply to disputes under this policy.
• If a resolution cannot be reached, the employee may prepare a written statement of the reasons for dissenting from the departmental appraisal and submit it to the Division of Human Resources, which will maintain a copy of the statement in its records.

• We have identified a text display error in the PDF report that can be generated from the "Actions" drop down during the manager evaluation phase. 
• In a few circumstances, the rating that you select in one of the 3 main categories may appear inaccurately in the PDF report. This discrepancy impacts the words associated with the rating not the numeric value. The numeric values, overall calculations, and final overall rating are accurate and are not affected by this issue within the PDF. 
• If you notice a discrepancy between the rating description shown on the PDF report and the rating you have selected in PageUp, please refer to the Next Steps Summary, which accurately reflects the intended ratings and evaluation outcomes.  Once on this page you may expand the Rating Summary and right click to print or create a PDF. 

• During the Planning and Check-In phases, selecting "Save and Share" makes your comments immediately visible to the employee.

   

• During the Manager Evaluation phase, employees cannot access the evaluation therefore comments entered by managers are not immediately visible to employees, even when "Save and Share" is selected.
  • Save and Share: The comment is included as part of the evaluation and will become visible to the employee only after the evaluation progresses through the Discussion Phase and reaches the Employee Acknowledgement phase. The comment is not automatically shared with the employee when it is saved.
  • Save as Private: The comment is retained for the manager's reference only and will never be visible to the employee, even after the evaluation is shared.
• If you want your employee to be able to view your comments as part of the completed evaluation and discuss them during the performance review conversation, be sure to select "Save and Share" when entering comments during the Manager Evaluation phase.

• While managers and employees are encouraged to begin discussing FY27 goals during the FY26 Annual Evaluation discussion, FY27 goals cannot be entered into PageUp until the next performance cycle launches on August 1. Once the FY27 Planning Phase opens, managers will be able to enter goals for the new rating period.

• If a supervisory change occurs after January 1, 2026, the employee's previous supervisor will complete the annual evaluation in collaboration with the new supervisor.  If the supervisory change occurs before January 1, 2026, the current supervisor will complete the annual evaluation. 

   

• If there is a reporting discrepancy in PageUp performance, please send an email to rpimax@rpi.edu and include details of the discrepancy (employee name and supervisor name).  HR will follow up with you on updating the PageUp system accordingly. 

• If an employee was hired after January 1, 2026, no Annual Evaluation is due.  They will be launched into the next RPI MAX Cycle on August 1. However, be sure to access your PageUp recruiting dashboard to complete their Initial Performance Evaluation at their 90-day milestone