Probationary Period

I. Summary

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.

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.


II. Related Policies, Contract Articles and References

  1. Personnel Policies for Staff Members (PPSM) - employees not covered by a collective bargaining agreement

    • PPSM 2 Definition of Terms

    • PPSM 21 Selection and Appointment

    • PPSM 22 Probationary Period

    • PPSM 23 Performance Management

  2. Union Agreements  - employees covered by a collective bargaining agreement


III. Authority

The supervisor has the authority to determine satisfactory completion of probation, to extend probation, or to release during probation following consultation their Employee Relations (ER) Analyst.


IV. Process Overview

The supervisor is required to complete at least one performance appraisal during the probationary period at approximately the mid-point. If the employee is not working at a satisfactory level, the supervisor should consult with their ER Analyst.

 

V. Forms/Resources