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Human Resource Management - Probationary Period


Policy

Subject Area: Workplace Practices; Employment
Policy Title: Probationary Period
Policy / Procedure No: HRM066
Responsible Office: HRM

PURPOSE: To provide new and re-hired employees time to become acquainted with their position responsibilities and performance expectations, and to demonstrate their ability to perform satisfactorily.

SCOPE:
All full-time and part-time benefits eligible, non-faculty employees who are not affiliated with collective bargaining units. Individuals rehired to the University after a separation of over ninety (90) days must complete a new Introductory Period.

Probationary Period:
The first ninety (90) days of employment for all regular full-time or part-time Administrative Professional and Support staff is considered a Probationary Period. Completion of the Probationary Period does not guarantee continued employment. During the Probationary Period, the manager should meet with the new employee to communicate job responsibilities, practices and standards, procedures, and overall job performance. It is strongly recommended that all staff receive a written performance appraisal at the end of the Probationary Period. Upon completion of the Probationary Period, if performance has been satisfactory, the employee is considered to be a regular employee. There is the continued expectation, however, that employees will maintain acceptable standards of performance throughout their employment at the University. If a manager determines that work performance is unsatisfactory at any time during the Probationary Period, the employee should be informed of these deficiencies and the actions the employee needs to take to correct them. Human Resources Management consultants are available to assist managers in working out appropriate corrective actions.

Extension of Probationary Period:
If the employee’s performance has not been satisfactory during the Probationary Period, but does not warrant termination, the manager may extend an employee’s Probationary Period for up to ninety (90) additional days, for a total period not to exceed six (6) months. If this occurs, the manager should notify the employee of the extension.

Termination during the Probationary Period:
If the employee continues to perform at an unacceptable level during the Probationary Period or the extension period, the manager may consult with Human Resources Management in determining whether termination is warranted and to take appropriate action.