Probationary Period Guidelines & Procedures

Introduction

The probationary period should be used to ensure that the applicant selected is qualified to perform the job and achieve regular status. During this period, you should carefully evaluate the employee's performance and general suitability for University employment. To make this decision, you will develop performance expectations and objectives, observe the employee, provide feedback, and set aside ample time to evaluate the employee's performance.

All professional and support staff employees who hold career appointments shall serve a probationary period. The probationary period is completed following six months of continuous service at one-half time or more without a break in service.

Time on leave with or without pay does not qualify as service time.

Management and Senior Professional group (MSP) and Senior Management Group (SMG)

MSPs & SMGs do not serve a probationary period.

Police Sergeants, Police Lieutenants, and Supervising Public Safety Dispatchers Probationary Periods

Supervising Public Safety Dispatchers serve a twelve-month probationary period. This twelve-month period is required even if the dispatcher has served a probationary period in a University class outside of the dispatcher series.

Police Officers promoted to Sergeant and Police Sergeants promoted to Lieutenant serve a six-month probationary period in the new class to which they are promoted.

External applicants appointed to Police Sergeant or Police Lieutenant serve a 12-month probationary period.

Probationary Period Credit

An employee whose appointment converts from limited to career will receive credit toward completion of the probationary period equal to the time spent in the limited appointment provided that the limited appointment was in the same position with the same supervisor.

If an employee holds multiple limited appointments, at the point the limited appointments are designated career appointments, the employee will receive credit toward completion of the probationary period equal to the time spent in the same position with the same supervisor for each of the appointments.

Timing of Performance Evaluations

Probationary employees shall be evaluated in writing at least once during the probationary period, preferably at about the three-month point. In addition to this evaluation, the supervisor should conduct an evaluation at any time there is a question concerning the quality of an employee's performance or general suitability for University employment.

Upon completion of the probationary period, a written performance evaluation shall be completed.

Extension of Probationary Period

An extension of the probationary period, for no more than three (3) months, may be granted. Ordinarily, such extensions are given in cases where a department has not received information regarding the employee's background check, the employee's duties changed significantly during the probationary period, or the employee acquired a new supervisor during the probationary period.

Prior to the completion of the probationary period, the employee shall be informed in writing of the reason for, and the period of, the extension. Consult the appropriate contract or policy for notice requirements.

You are also encouraged to contact the Employee & Labor Relations Office for guidance.

Release During Probationary Period

Whether or not a probationary employee receives a performance evaluation, he/she may be released at any time during the probationary period for misconduct, including but not limited to dishonesty, theft or fighting on the job, or where the employee reasonably should have known that his/her conduct was unsatisfactory.

Unsatisfactory performers and unsuitable employees should be released during the probationary period without delay. Delaying a release action does little to help the campus or the employee.

Police Officers promoted to Sergeant and Police Sergeants promoted to Lieutenant who do not complete their probationary periods shall be retained in the same local department where service as Sergeant or Lieutenant was performed, but shall return to the rank that applied immediately prior to the promotion.

RESPONSIBILITY

Departments

Timely evaluation of employees during the probationary period.

Consult with Human Resources/Labor Relations when necessary.

Human Resources/Labor Relations

Provide training, advice and counsel to departments.