Subject: Probationary Period for Employees Classified as Staff Nonexempt
Approval Date: 07/01/85
Revision Date: 06/22/94
To establish a period of time for a newly hired full-time; or continuing part-time staff nonexempt employee; or an employee who has internally transferred to a position of greater value, for evaluation of the employee by the employing unit as to the advisability of employment continuation beyond the probationary period.
LENGTH OF PROBATIONARY PERIOD:
The probationary period for an employee appointed to a position classified as staff nonexempt is 180 calendar days from the date of appointment to the position. Individuals requiring special certification or training such as Public Safety Officers will have their probationary period adjusted to accommodate these special circumstances. If a probationary employee transfers to a new assignment during the probationary period, the employee shall serve a new probationary period beginning with the effective date of the transfer. A period of temporary layoff or leave without pay shall not be counted toward the completion of the probationary period.
Employees who accept another position through the internal posting process which results in a promotion to a position of greater value, shall serve a 180 calendar day probationary period to determine the employee's suitability for the higher level job. During this probationary period, leave will accumulate. If for any acceptable reason the employee is unable to complete the probationary period and is released, the employee may revert back to his/her previous position only if the job exists and has not been filled. The employee may also apply for current openings and will be given consideration for such openings, if his/her previous position has been filled. The lay-off procedures of Personnel Policy PSNE-7 will be applicable in cases where the employee is not selected to assume a previous or suitable position.
No probationary period will be required when an internal transfer requests and accepts a position of equal value. If a voluntary transfer results in a demotion where individuals are assigned duties and responsibilities at a lower level or of lesser value than previously assigned, it will be the normal practice not to require a probationary period.
TERMINATION OF EMPLOYMENT DURING THE PROBATIONARY PERIOD:
The decision as to the employee's suitability for a job is the responsibility of the supervisor. Employment may be terminated at any time during the probationary period. During the probationary period, the employee cannot use the grievance procedure except for complaints of discrimination based upon protected class status which may be referred to the Affirmative Action Officer in accordance with PG-5.
TIME OFF DURING PROBATIONARY PERIOD:
Requests for time off during a probationary period are to be made for only absolute necessities or emergencies.
PROBATIONARY PERIOD EVALUATION:
Ten working days prior to completion of the probationary period, the supervisor shall complete a Personnel Action Request (PAR) showing Probation Completed and a Performance Planning, Appraisal and Development form on the employee and submit same to the appropriate Vice President or President for signature and forward both forms to the Office of Human Resources.
EXTENSION OF PROBATIONARY PERIOD:
In the event an employee's performance is not totally satisfactory or the supervisor feels an extension the best interest of the University, the supervisor may request, in writing, an extension of the employee's probationary period. The period may be extended up to ninety (90) calendar days. Prior to the completion of this extended probationary period, the supervisor must reevaluate the employee and recommend either termination of employment or placement on regular status.