Performance Management Review Cycle

PageUp Performance

As announced in Fall 2024, performance reviews are now housed in PageUp. With the introduction of the PageUp Performance module, we embrace innovative technology that supports supervisors as they manage performance and guide employees throughout their careers.

Click here to access PageUp Performance

Click here for PageUp Performance Access Instructions (PDF)

2025 Timeline

Performance Management Review Cycle

The performance management process is intended to create an ongoing dialogue for supervisors and employees to assess how well an individual’s performance meets the requirements of the job. Following is an overview of the performance management cycle.

Phase I: Performance Planning: The performance planning step is where the supervisor or employee may add duties from the employee’s job description, add goals from the previous performance cycle, and set new goals for the coming year.

Phase II: Self-Evaluation: During the Self-Evaluation phase, the employee will rate themselves on their overall performance regarding their job duties, university core competencies and this past year’s goals and accomplishments; at this time, they can create a professional development plan.

Phase III: Supervisor Evaluation: A performance review is a two-way interaction. A supervisor acts as a bridge between the organization's goals and the individual employee's needs. The review aims to facilitate an open and honest discussion, helping the employee reflect on their progress, performance, and behavior through coaching, planning, and goal setting.

Phase IV: Supervisor/Employee Discussion: As part of this partnership, in-person discussions of the performance reviews are necessary and beneficial, providing supervisors an opportunity to give employees feedback on job performance, while providing the employee an opportunity to discuss their needs for professional development and goal setting & attainment.

Phase V: Employee Acknowledge and Complete: The primary purpose of the employee acknowledgement is to confirm the employee has received and discussed their performance review with their supervisor.

Click here to see a complete overview of the Performance Management Review Cycle.

Getting Started: All Employees

Before you begin the performance review cycle for 2025, be sure that you have gathered and reviewed each of the following documents and resources:

1. Review your 2024 performance goals, which are located in viDesktop.
   • To access viDesktop, log in to FlashLine and click "Login Performance Evaluations" on the Employee Dashboard. Please note that this year we are switching to PageUp for performance review, so viDesktop is the legacy system.
2. Click here to retrieve your job description.
3. Reflect on the projects, tasks, or special activities you have completed during Fiscal Year 2024-25.
4. Record notes on the strengths, challenges, and accomplishments you wish to use to support your self-evaluation.
5. Start thinking about the goals you wish to include for the next performance review cycle (Fiscal Year 2025-26).

Getting Started: Supervisors

Before you begin the performance review cycle for 2025, be sure that you have gathered and reviewed each of these documents and resources.

1. Review your employee's 2024 performance goals, which are located in viDesktop.
   • To access viDesktop, log in to FlashLine and click "Login Performance Evaluations" on the Employee Dashboard. Please note that this year we are switching to PageUp for performance review, so viDesktop is the legacy system.
2. Click here to retrieve your employee’s job description. Be prepared to copy and paste the information into the appropriate box or attach the file in the performance planning stage within PageUp.
3. Reflect on the projects, tasks, or special activities that the employee was assigned during Fiscal Year 2024-25.
4. Gather the notes or documentation you have been making about the employee’s performance.
5. If you have emails or other documents you wish to include, make a note of the file names and locations so that you can retrieve them easily.
6. Start thinking about the goals you wish to discuss with the employee for the next performance review cycle (Fiscal Year 2025-26).

Questions?

Please direct questions to the Performance Management team at performance@kent.edu.