Introductory period of employment that allows the manager to determine if the employee is suited for the job. Employees serve a probationary period commencing at the time of hire and/or when the employee changes employee job position. The supervisor should establish performance expectations for each new employee. This plan should be established within the first week of employment.

A formal probation procedure helps to ensure that:

• The performance, conduct, attendance, timekeeping and training/support needs of all new employees is assessed fairly, consistently and equally across the organization.
  
• Managers provide new employees with the appropriate support, guidance, training, encouragement and feedback.
  
• Both managers and probationers understand the purpose of the probation.
  
• During the probationary period, employees may be terminated at the pleasure of the appointing authority. All classified persons who begin either original employment, or re-employment in classified positions must serve usually, (3) month probationary periods for non-management positions and (6) months probationary periods for management positions effective from the date of employment. Probationary periods may be extended for up to 6 additional months for performance reasons as due to the new employee’s sickness or other authorized absence if it has not been possible to adequately assess the employee’s performance. The reasons for the extensions must be documented on a Probationary Progress Review form.

Note: At any time during the management of the probation process, it may be appropriate to refer to the company policies.

The manager should meet with the probationary employee to advise the employee of his or her progress toward meeting established performance plans.

The manager should review with the employee:

• The performance plan that was discussed at the beginning of employment and
  
• The Probationary Evaluation Form which the supervisor has completed based on the employee's performance to date.

It is strongly recommended that supervisors provide feedback to or evaluate new employees’ performance frequently during the probationary period. During probationary periods, the supervisor should have regular discussions regarding performance with the employee. The manager should meet with the probationary employee approximately three (3) weeks prior to the completion of his or her probationary period and provide a progress review.

When the probation is extended, the following must be discussed between the supervisor and employee:

• Reasons for the extension.
  
• Length of the extension period.
  
• Assistance/training that will be given during the period of extension.
  
• Areas for improvement and indication of how these will be monitored and measured.
  
• Appointment will be terminated at the end of extension period if employee fails to meet standards of performance expected for their post.

If the organization determines at any time during the probationary period that an employee is not suited for the job, the employee should be terminated or allowed to resign. Records related to termination must reflect “Unsatisfactory performance during the probationary period” or “End of Assignment.” Notice of termination should be in writing by memorandum or letter.