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All full-time and part-time regular clerical and support or administrative employees are subject to an initial probationary period upon being hired by the University. This is time during which an employee may evaluate his/her position and a time for the supervisor to evaluate an employee's performance.
10.1.1 Probationary Period for Transfers, Promotions and Demotions
A probationary period applies to an individual not only as a new employee, but also as he/she may be promoted, transferred or demoted to another job. A new probationary period begins on the effective date of the promotion, transfer or demotion.
10.1.2 Duration
The probationary period shall consist of 6 months of observable job performance. If leave exceeding 10 working days is taken during the 6 month period, the probationary period shall be extended by a corresponding number of days.
10.1.3 Performance Review
A performance review must occur by the end of the 6 month probationary period and should be completed approximately one month before the end of the probationary period. A performance evaluation form must be completed and signed by the employee and the supervisor, and directed through the appropriate Administrative offices to the Human Resource Services Office (See Exhibits P/P-11 and P/P-12). In the case of unsatisfactory evaluations, the employee should be terminated. The performance evaluation form will become a permanent part of the employee's personnel file.
10.1.4 Dismissal During Initial Probationary Period
At any time during an initial probationary period, an employee may be terminated without cause or right of appeal but the reasons for dismissal shall be submitted in writing to the President and be subject to the President's approval. No regular employee shall be terminated by the University without prior approval of the President. (See Human Resource Services Policies and Procedures, Section 21.2).
10.1.5 Unsatisfactory Subsequent Probationary Periods
Should an individual who is serving a probationary period due to a transfer, promotion or demotion, be unsuited for the position, efforts will be made to place the individual in a position better suited to his/her abilities. However, the University retains the right to terminate the employee. Such termination may be appealed by the employee through the University's Grievance and Complaint Policy. (See Human Resource Services Policies and Procedures, Section 3).