Employee Guide

The planning process is meant to be a collaborative discussion between you and your manager to review expectations as they relate to job duties and competencies and to set mission aligned goals for the review period.

• Your role:
  • Take time to reflect on your position description.  Make sure you clearly understand your job duties and the expectations of your manager.
  • Make sure you know and understand the competencies required for your position and how they can contribute to your success.
  • Actively participate in setting goals for the review period that are clear and achievable. Familiarize yourself with the RPI Forward Plan to be clear on goal alignment! Be sure to let your manager know how they can support you in achieving your goals. 

Check-ins are structured conversations between you and your manager to provide feedback related to job responsibilities and competencies, while addressing any challenges related to goals and expectations.

• Your role:
  • Track ongoing performance notes, progress, and observations throughout the review cycle. Watch this video for utilizing the journaling function in PageUp.
  • Take time to reflect on the areas below and engage in an open discussion with your manager:
    • Are there any areas in your current job duties where you feel you could take on more or need additional support?
    • Which skills or competencies have you strengthened the most, and where do you think there’s room for improvement?
    • How are you progressing toward your current goals, and are there any obstacles preventing you from achieving them?
    • Is there anything your manager can do to support you?

The annual evaluation is broken down into 3 steps:

1- Manger Evaluation

• Beginning on June 1, managers will be able to begin the annual evaluations for their staff in PageUp.  You will continue to have access to the journaling feature in PageUp, however access to your performance evaluation will not be available until the Employee Acknowledgement phase. 
• Managers will rate each section of the evaluation (Job duties, Competencies, and Goals), producing a system generated overall performance rating. 
• You are encouraged to share a self-reflection with your supervisor during this phase. Questions to consider are listed below:
  1. What do you consider your most important accomplishments and contributions during this performance review period?
  2. What do you need to do to enhance your performance further?
  3. What support do you need from your manager for further success?
  4. How have you applied your talents and strengths during the current rating period?
  5. What will you focus on during the next rating period?

2- Performance Evaluation Discussion 

• You and your manager will meet to have a collaborative conversation reviewing overall job performance for the review period. This is a time to celebrate successes and chart a path forward.

3- Employee Acknowledgement 

• After your performance discussion, you will log into PageUp to acknowledge that you have met with your supervisor to review your annual evaluation, by the July 31 deadline. 
• You will be provided a space to comment on your annual evaluation through PageUp.