Purpose

The purpose of the probationary period is to give the new employee's supervisor a period of time in which to orient, train, observe, and evaluate the employee's suitability to the job and ability to contribute to the overall objectives of the department and the University.

Applicability

All employees on regular appointments are subject to a probationary period.

General Provisions

As a final test of employability, in positions of original appointment, promotion, or transfer to a class that has different qualifications, a probationary period shall be required. During this period, the employee has no right to expect continued employment in that position and employment can be terminated at any time. Employment beyond the probationary period is contingent upon a satisfactory evaluation of the employee's performance.

The grievance and appeal procedures described in Section [Discipline, Grievance and Appeal] are not available to probationary employees, with the exception of those employees who claim that unlawful discrimination has resulted in their being adversely affected.

Duration of Probationary Period

For all applicable non-contract positions, the probationary period will extend for six (6) months from the date of hire. The probationary period for contract employees will be one year unless otherwise specified in their contract.

NON-EXEMPT EMPLOYEES

Probationary Evaluations

During the probationary period the employee's performance is observed closely and their work reviewed frequently. Two Probationary Evaluation Reports must be completed and submitted to the Human Resources Department.

Three-month Evaluation

The first report should take place at the end of the first three months of employment. These performance evaluations will take into account the employee's ability to carry through work assignments, his or her record of punctuality and attendance, level of cooperation and teamwork, and general aptitude for successful performance of the job. The Department Head should review the evaluation with the employee and discuss the areas that need improvement thoroughly.

Those employees who demonstrate unsatisfactory performance within the first three (3) months of the probationary period may be terminated at the recommendation of the Department Head.

Six-Month Evaluation

The six month evaluation will be completed at the beginning of the sixth month of employment. The performance criteria for this evaluation are the same as for the three-month evaluation. Employees who successfully complete the probationary period will be considered regular full-time employees with all the rights and privileges thereof.

Those employees who continue to demonstrate poor performance will be terminated at or before the end of the six-month probationary period.

Extension of Probation

If a Department Head requires some additional time to make a final determination about he fitness of the probationary employee for the job, he or she may request an extension of the probationary period. Such extension shall not exceed three months. At the end of that period a final determination about the continued employment of the probationary employee will be made.

Department Heads wishing to request an extension of probation should contact the Human Resources Office at least two weeks before the employee's probationary period is to expire. He or she will be asked to provide information about the specific areas in which the employee must improve in order to be eligible for continued employment.

Notification of Successful Completion of Probation

When the Human Resources Department receives a recommendation for continued employment from the probationary employee's Department Head, a notice will be sent to the employee informing them that they have successfully completed their probationary period. The achievement of the six month anniversary date does not automatically signal the end of the probationary period. Normally, the notice will be sent to the employee immediately following the end of the first six months of employment. An employee will be considered to be on probation until such time as notified otherwise by the Human Resources Department.