5.2.3 Probationary and Annual Evaluations
The performance evaluation period is determined based upon the type of evaluation being rendered as described below.
5.2.4 Probationary Period Evaluations
New employees serve a six-month probationary period. During this period, the supervisor will complete two evaluations of the employee's work performance, at the third and sixth months of employment. Probationary evaluations assess the new employee's progress in learning the job.
During the first week of employment, the supervisor should conduct a performance planning meeting to review the job description with the employee and determine the most important duties to be learned and goals to be accomplished during the probationary period. The probationary evaluations are primarily developmental and help the supervisor identify employee strengths and weaknesses and areas where more training is required. In a probationary evaluation, a rating of "3" does not mean competent as it does in the regular performance appraisal system. A rating of "3" means satisfactory progress has been made in learning how to do the job competently. Higher or lower ratings during the probationary period mean the new employee is progressing faster or slower than expected. An overall score of "3", meaning satisfactory progress is being made, is required for the new employee to be recommended for continued employment. An overall performance rating of 2.00-2.99 (development needed) at the three- or six-month evaluation period indicates that the supervisor should clarify job expectations and performance standards with the employee and together determine which aspects of the job need further explanation or additional training. An overall performance rating of less than 2.00 (unsatisfactory progress) at the end of the probationary period will result in termination of employment with the university. The supervisor can recommend an extension of the probationary period based on documented evidence that the normal probationary period provided insufficient time for the employee's job suitability to be determined. Alternatively, if work is judged to be unsatisfactory, probationary employees may be dismissed at any time during the probationary period.
If a new employee has received a three- or six-month probationary evaluation by March 1, that score should be forwarded to the cost center administrator for inclusion in the Compensation Matrix. If a new employee has not received at least a three-month probationary evaluation by March 1, the supervisor should forward a performance rating of “3” to the cost center administrator for inclusion in the Compensation Matrix.