Employees appointed to career positions serve a probationary period during which time their work performance and general suitability for University employment shall be evaluated in writing.
Employees who are rehired after a break in service shall serve a new probationary period whether or not they previously completed a probationary period.
Employees rehired within the period of recall after layoff do not serve a probationary period.
An employee who has satisfactorily completed their probationary period shall be informed in writing of the attainment of regular employee status.
Length of Probationary Period
Employees appointed to career positions normally serve a probationary period of 6 continuous months at 50% time or more.
Some titles such as Police Officers and Public Safety Dispatchers may serve a 12 month probationary period.
Employees originally appointed to limited appointments, who are appointed, transferred, promoted or converted to a career position, may have some or all time in the limited appointment credited toward the probationary period, in accordance with specific conditions described in policy or collective bargaining agreement provisions. To determine how to calculate the length of the probationary period, reference the Probationary Period Chart by Personnel Program/Collective Bargaining Unit.
Probationary End Date
The probationary period normally ends on the actual date of completion of 6 months at 50% time or more. The probationary end date will vary when some or all time served in a limited appointment is credited toward the probationary period. If an employee has been hired into a critical position, a background check investigation must be completed before the probationary period end date.
Evaluation During Probation
Employees shall be evaluated in writing at least once during probation.
Extensions of Probationary Period
Employees hired into a critical position must complete a background investigation in order to attain regular status. If a background investigation has not been received prior to the probationary period ending date, the employee’s probationary period shall be extended up to three months.
Under most personnel programs/bargaining agreements, probationary periods may be extended for up to 3 months for appropriate circumstances:
change of supervisor
change of job duties
transfer to a different job during the probationary period
the employee has not been exposed to the full range of job duties
if background investigation results are not received in a timely manner for employees in critical positions
Generally, employees must receive written notice seven (7) calendar days in advance of an extension, including the reason for and duration of the extension.
Extension of a probationary period is not applicable for employees represented by NX.
Completion of Probation
Written notice is provided to employees upon satisfactory completion of probation.
Release During Probation
Employees may be released at any time during probation at the sole discretion of the University for reasons including but not limited to, unsatisfactory performance or conduct, unsatisfactory progress, general unsuitability for the position, etc. Employees must be notified in writing of the release.
II. Related Policies, Contract Articles and References
Personnel Policies for Staff Members (PPSM) - employees not covered by representation
The supervisor has the authority to determine satisfactory completion of probation, to extend probation, or to release during probation following consultation with the Unit Head and their HR Service Team as appropriate.
IV. Criteria
An employee shall be evaluated in writing at least once during their probationary period.
An employee hired into a critical position must complete a background investigation before the probation period ending date.
Extensions of up to three months are warranted under the appropriate circumstances.
Release of a probationary employee may be at the sole discretion of the supervisor.
