Probationary Periods

This is a time for both the new employee and the department to make sure we have a "match" between person and job. Here's a brief summary of what that means:

1. Immediate supervisors need to make sure new staff have a written job description (not the one used for the hiring action, but a customized one) within 30 days.It covers priorities, level of decision-making, relationships with others on team or in lab, and scope of duties.

2. Training needs to happen early in the probationary period - dept funds are available if needed and employees get reasonable release time for any training required to do the job. Employees and supervisors, it's up to you to set that up.

3. New employees can't use annual leave (ok to use sick leave). Personal holiday can be used after 4 months. The administrator has approved overtime for new employees during probation as long as they get comp time for it (rather than getting paid), it's straight time, not time and a half, and it's intended to be used during probation. This allows employees to have time off before they can use leave. Once probation ends, employees have to get overtime approved by supervisors or PIs.

4. New employees generally don't get flex time or work from home. But if your grants have needs for that, it's ok.

5. A 3 month assessment needs to be done - Supervisor and employee meet to go over the job description, see how things are going, any more training needed, does job description need to be adjusted, how is schedule working, do we have a match between employee and job? Supervisors, please make written notes about that meeting or any other assessments for your records. If there are significant problems, tell administrator.

6. Through the rest of the 6 months, if things are going fine, no action is needed. If things are not working smoothly, supervisors communicate with the employee and administrator, who problem solve what to do.

After probation is over, congratulations! Annual leave can now be used, employees can use tuition exemption, staff training reverts to one course/quarter, performance evals are annually done, staff get annual increment pay increases, flex time can be considered, and employees are considered permanent state/UW employees.

For assistance please contact Laurie Rossnagel.