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HR-109 Probationary and Qualifying Periods


All new Regular administrative, service and support staff must serve a probationary period of six (6) months. It is designed to give the University an opportunity to determine whether an employee is suitable and qualified for the work for which the employee was hired, and the decision as to the employee's suitability and qualifications is the sole responsibility of the University. Termination of employment, or other disciplinary action, during the probationary period, is not subject to progressive discipline and the grievance procedure.

Extension of Probationary Period

If the employee's service during the probationary period is deemed unsatisfactory but it is determined that the employee should continue in a probationary status rather than being terminated, the recommendation that the employee remain in a probationary status should be forwarded by the supervisor to the department or administrative head and Human Resource Services. In all such instances, the employee must be counseled and notified in writing regarding the extension of the probationary period prior to the completion of six (6) months service, with a copy to Human Resource Services. The employee may not remain in a probationary status for more than nine (9) months. An employee may complete the probationary period or be terminated at any time after the initial six (6) months upon the recommendation of the supervisor and department or administrative head. The supervisor may determine successful completion of the probationary period at any time during the extension. If there has been insufficient opportunity to evaluate the performance, an extension may be advisable.

Qualifying Period for Promotions and Transfers

Employees who have satisfactorily completed their six (6)-month probationary period and who are subsequently transferred to a new classification and/or department or promoted to a new classification or department must serve a qualifying period of one (1) month in the new position. Employees transferring from one shift to another in the same classification and department are not required to serve a qualifying period. Reclassifications are not subject to a qualifying period.

If at any time within this qualifying period it is determined by the University that the employee is not qualified for the position, or, if the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the former department, if available, or be placed on a six (6)-month leave of absence from the former department to be considered for available openings in the department and on campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated.

Leaves of Absence

Successful completion of the probationary period requires six (6) months of active service. Employees who receive a leave of absence during the probationary period will have the probationary period extended so that the six-month evaluation time is satisfied.

See Also

HR 206 Office/Technical Compensation, HR 208 Service/Maintenance Longevity Increases, HR 402 Vacations, HR 403 Personal Days, HR 404 Sick Leave, HR 405 Military Leave and HR 408 Leaves of Absence.

Date Created: 09/26/1997

Last Updated: 09/15/2013