probationary period is required upon date of
employees who are required to serve a probationary period include temporary employees
appointed to permanent positions and non-exempt employees who transfer into
either a temporary or permanent non-exempt position.
who transfer from one permanent position to another with no break in service do
not serve a probationary period.
gives the employee and supervisor a method by which to evaluate the job
probation, the supervisor must evaluate the employee's performance, attitude,
and potential for success.
the purpose of probation to the employee within the employee’s first of work.
the employee his/her job description.
supervisor must meet with the employee to discuss performance and determine
whether the employee is performing satisfactorily.
Probation Performance Review Form must be dated and signed by the supervisor
and employee.The original is placed in
the employee’s personnel file and a copy is given to the employee. This process
must be completed before the end of the probationary period.
an employee is unsuitable, the supervisor should first discuss the situation
with HR. This discussion must be had as early as possible, but at least calendar days prior to the end of the
will provide advice and outline the appropriate action to take in order to
extend the probationary period or terminate the employee outright.
can approve a probation extension for up to calendar days. Extension requests must be made
at least calendar days prior to the end of the
probationary period.Note: The regular
probation review period and review still apply.
performance remains unsatisfactory, the supervisor must contact HR for further
the employee is unsuitable, he/she must be terminated before to the end of the
employees cannot grieve a termination.