All staff employees participate in annual assessments of their work performance. Supervisors who are responsible to conduct assessments with employees must participate in training sessions conducted by the Office of Human Resources on assessment practices.

The purpose of annual assessment is to give employees an opportunity to review the work they have accomplished; to identify and illuminate particularly successful activities, and to identify and define areas that need improvement. The ultimate end of the assessment process should be a set of goals that the supervisor and employee mutually agree upon for the subsequent period.

Different methods for conducting the annual assessment may occur from time to time, and so the specific assessment process is defined by the Office of Human Resources in an annual memorandum with instructions. The process must provide an opportunity for employees to participate in the process and to discuss discrepancies between the supervisor’s judgment and employee’s perspective.

If the assessment process identifies substantial deficiencies in the work performance of the employee, then the supervisor and employee should meet with the director of the Office of Human Resources to discuss a plan of action to address the deficiency. This plan may include a new assessment timeframe, a probationary period, required training, or such other actions as may be appropriate to address the issues.

Employees may provide a written statement for their files in cases in which disagreement exists between the supervisor’s opinion and the employee’s perspective. Nevertheless, an employee’s statement of disagreement does not excuse the employee from complying with any and all corrective actions directed by the supervisor, and if an employee fails to comply with the corrective actions, then progressive discipline may ensue.

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Trinity College reserves the right to interpret or change the policies stated in this Handbook as the need arises. This document is not a contract.

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