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Performance & Development Connections (PDC) is our performance management process designed to help our global salaried, exception hourly and technicians feel connected to our purpose, strategies and leadership principles. PDC is about making connections and having meaningful discussions throughout the year on performance, development, and career. People leaders and team members will connect and check in at least each quarter on specific performance and development topics.
Q1 – Goals (Review and align on performance goals for the year)
Q2 – Development (Review and align on development goals/activities)
Q3 – Career (Discuss aspirations and interests and plan next steps)
Q4 – Year End (Prepare for year-end performance review)
In addition to these quarterly connections, people leaders are encouraged to have regular one-on-one meetings to keep the conversation going on goals, development, career aspirations and demonstration of our leadership principles.
At Trane Technologies, we evaluate employees on performance against objectives and demonstration of our Leadership Principles. Our year end performance review process encourages people leaders to request feedback from a variety of stakeholders (including matrix managers, peers, even direct reports) to provide a broad spectrum of performance feedback (on both the ‘what’ and the ‘how’). Our year end process also directly involves 2nd level leaders to ensure they have visibility to and are aligned with the performance review feedback and rating for our team members.
- For the Leading for Impact cohort that graduated in 2022, 16% were promoted, and 47% showed career growth by moving into new roles.
- Leaders in the Team Leader Development Program participate in rapid improvement events at their local plant sites where they have an opportunity to apply their learnings. One site reported productivity savings of more than $1.4 MM in Q1, 2024 from local events and a focus on building a daily operating system that drives ideal behaviors.