||Employees who are newly hired, reemployed, promoted, demoted, or laterally transferred will serve a probationary period. Results of the probationary period may be successful completion, extension of the period, or termination of employment.
||Length of Probationary Period
Generally, non-exempt positions have a three month probationary period and exempt positions have a six month probationary period. Different probationary periods may be identified by the selecting department subject to the approval of the appropriate Human Resources department. A probationary period will not normally exceed twelve months. A probationary may be extended for three months as described below. This policy does not apply to senior level executive, senior level professional and certain academic and administrative professional positions.
If a position is reclassified, a probationary period will generally be waived if the incumbent has satisfactorily performed the duties of the position for a period of time equal to, or greater than, the normal probationary period.
Termination of Employment during Probationary Period
Normally, an employee will be allowed to complete the probationary period before any decision is made to continue or end employment. However, if the department determines that performance indicates that the employee cannot accomplish the job or if the department determines that the individual's behavior is unacceptable, the University may terminate employment at any time during the probationary period. The selecting department must obtain the approval of the Human Resources department prior to the termination of the employee.
An employee may resign during a probationary period. Advance notice is not required but employees are encouraged to notify the department head in advance, when possible, to allow for a smooth transition.
If an employee's performance or conduct during the probationary period is not satisfactory, the supervisor should promptly counsel the individual. Documentation of the counseling should be kept, including:
A probationary employee may be dismissed without counseling if the individual exhibits conduct or performance that would result in formal discipline or immediate dismissal of a non-probationary employee. The University's discipline policy does not apply during the probationary period.
- dates of counseling,
- nature of problems,
- expected corrective action, and
- dates for reevaluation.
Outcomes of Probationary Period
Before the end of the probationary period, the supervisor should evaluate the employee's performance and reach one of the conclusions listed below. The employee must be notified of the decision by the last day of the probationary period. If the individual is absent, the probationary period is automatically extended until the close of business on the first day the employee returns to work.
Employees remain covered by the Employment at Will policy during and after the probationary period.
- Termination—The individual's performance does not meet requirements for continued employment. The individual's employment will be terminated without notice. The department must obtain the approval of the Human Resources department prior to termination of an employee.