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. 

Log in to PageUp using your RPI Single Sign-On.

• 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 except for the manager evaluation step. Managers can access each of these tabs throughout the 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.”
• Select the current review cycle.
• 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.

• 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.
• Select “Next Steps” to advance to the employee discussion portion of the process.
• 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%), providing a clear and standardized assessment of 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.

• 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.

• If you disagree with your performance evaluation, you are encouraged to discuss your concerns with your manager in an effort to reach a resolution. Following this discussion, your manager may choose to revise the evaluation or leave it unchanged. If you and your manager are unable to achieve a resolution, you should discuss the evaluation 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 Process set forth in HR Policy #900.2 does not apply to disputes under this policy.
• If a resolution still cannot be reached, you may submit a written statement explaining your reasons for disagreeing with the departmental appraisal. This statement will be attached to the performance evaluation and sent to the Division of Human Resources. The Division of Human Resources will review all the information and, if necessary, may discuss the matter with you and your manager in an attempt to reach a resolution.