Individuals receiving initial appointments to permanent full-time or part-time positions of the College must serve a six-month probationary period and successfully complete review requirements as outlined in procedures accompanying this policy. The probationary period is an extension of the selection process. Probationary employees receive all applicable benefits afforded to other permanent employees as they meet eligibility requirements, unless specifically excluded in a particular policy. Probationary employees are not subject to disciplinary or appeals provisions outlined in the College’s Disciplinary or Conflict Resolution Policies, except in cases with compelling evidence that discrimination is a factor in adverse decisions.
With just cause, probationary periods may be extended for up to an additional six months if approved by the departmental Vice President, the College President and the Director of Human Resources.
All probationary employees shall receive a written evaluation at three months of service, as well as at the end of their first six months.
The immediate supervisor shall prepare the three-month evaluation. This document will be reviewed by their supervisor before discussion with the employee. The document should contain clear indication of the employee’s progress, including any measures needed to ensure successful completion of the six-month probationary period.
The immediate supervisor shall also prepare the six-month evaluation. This evaluation must include a recommendation to the President to:
- release the employee from probation;
- extend the employee’s probationary period for up to three months with a detailed explanation of just cause and the reasonable expectations that required performance can be achieved in the requested extended period; or
- terminate employment, with a detailed explanation of the just cause.
Once prepared, the immediate supervisor shall review the document with their supervisor for approval. Once approved at that level, the document must also be approved by the Department Dean/Director and Vice President before presentation to the President. Recommendations to extend probation or to terminate employment shall also be reviewed with the Human Resources Director before presentation to the President.
Once the President has approved the recommendation by signing the evaluation form, the document shall be returned to the immediate supervisor for the employee discussion and signature. The original signed document shall be returned to Human Resources for inclusion in their personnel file.
Human Resources is responsible for creating, distributing and maintaining forms appropriate for each review period. Forms are available on SharePoint under Human Resources.