Performance Management

The goal of Trinity College’s Performance Management System is to create a work environment in which people are able to do their jobs to the best of their abilities. Performance management encompasses a broad spectrum of considerations and activities, starting with an employee’s first day of work.  Performance management ultimately aims to support the achievement of the College’s mission and vision through supporting each employee’s ability to achieve his or her goals which in turn support departmental goals.

Accurate and up-to-date job descriptions are a critical element in effective performance management and each employee, with the support of his or her supervisor,  is encouraged to ensure that his or her job description remains up-to-date.  The Job Description Template is the form to be used for this purpose.  The job description sets out the basic Job Responsibilities for each position.  The primary Job Responsibilities then become the first of the three sections which comprise the Planning and Performance Management document. 

Formulating annual goals and objectives is the second critical element of the system.  Each year, employees have the opportunity to define those things above and beyond their primary job responsibilities that they would like to achieve or improve upon.  These then become part of the performance evaluation documents and are, like the Job Responsibilities, assessed regularly.

The third section of the assessment documents is related to the Core Competencies which describe the “how” of working at Trinity.  While the Job Responsibilities describe the tasks and functions to be accomplished, Core Competencies relate to attitudes and behaviors that accompany the completion of job responsibilities and describe the way we approach our work and our interactions with others. 

Those who are new to their jobs will need time to acclimate to the College and their roles, and to develop goals and objectives.  For this reason, the process of new employee assessment is different and uses a more abbreviated form, the New Hire Evaluation.  This is the appropriate form for those in their positions for less than six months at the time of their evaluation.

Ultimately, the Performance Management System should provide employees with the opportunity to identify growth and development opportunities, and supervisors the ability to recognize and reward contributions to the successful achievement of the College’s goals and objectives. 

Current forms, instructions, descriptions and FAQs are provided below.  Additional information is available from the Human Resources department