Introductory Period Policy for Administrative Staff - 2. Guidance for Managers
The Introductory Period is a 90 day probationary period during which time the covered employee and manager evaluates the suitability of the placement. The probationary period allows an employee time to become proficient in the basic responsibilities of a new position and permits the manager to assess the individual’s performance.
See Introductory Period Policy for Administrative Staff and Employee Guidance.
Communicate Expectations & Competencies
During the Introductory Period, the manager should evaluate the covered employee’s:
- Ability to meet expectations for all university performance competencies
- Ability to learn and perform job duties
- Quality of work
- Productivity
- Work habits
- Cooperation
- Attendance (exclusive of any job-protected time off)
- Punctuality (exclusive of any job-protected time off)
- Other standards and expectations specific to the employee’s work situation
Refer to the following guides and the Manager Checklist below:
Manager Checklist During the Introductory Period
First 30 Days
- Meet with your employee to review responsibilities as outlined in the job description, performance competencies, expectations, and any priorities for the first 30-90 days.
- Set Introductory Period goals in MyDay and discuss with the employee.
- Communicate with your employee regularly and schedule formal check-ins at 45 and 90 days to review progress.
- Share resources with the employee such as the Welcome Guide to help them navigate their performance and ensure they are supported during their Introductory Period and beyond.
- Contact your Strategic HR Partner or HR Partner if you have any performance concerns regarding the new hire.
First 45 days
- Meet with your employee for a performance check-in discussion around day 45 (halfway through the Introductory Period) to discuss their progress toward meeting performance expectations. Review their priorities and goals together.
- Direct your employee to make changes in MyDay if applicable (remember to approve any changes to their goals in MyDay).
- Use learning and development resources to develop any competencies that have been identified as growth opportunities.
- Contact your Strategic HR Partner or HR Partner if you have any performance concerns regarding the new hire.
First 90 days
- Continue to engage your employee in regular communication about their performance as well as their expectations. Provide coaching, feedback, and recognition to establish continuous development.
- Contact your Strategic HR Partner or HR Partner if you have any performance concerns regarding the new hire.
- At the end of the 90-day period, managers will complete an Introductory Period Review in MyDay and discuss your employee’s performance with them. Formally communicate whether or not they have successfully completed the Introductory Period (see Additional Guidance below).
After successful completion of the Introductory Period
- Speak with your employee to determine if their goals should be updated and refined for the current performance year, or if new goals need to be entered for the upcoming performance cycle. At this point, the employee should enter new goals and the manager will be prompted in MyDay to approve them.
- If you need additional guidance, contact your Strategic HR Partner or HR Partner.
Additional Guidance
Determining If the Employee Passes the Introductory Period
Managers are expected to evaluate performance issues during the Introductory Period consistent with this policy. Managers should consult with the appropriate Strategic HR Partner for assistance in these matters. As applicable, the Introductory Period end date alert reminders will be sent from the appropriate Strategic HR Partner at the 90 day mark of a covered employee’s Introductory Period.
Where the employee is not meeting the requirements of the job, the employee may be released at any time during the Introductory Period.
Note: The covered employee’s employment during the Introductory Period and, if applicable, thereafter is at all times at-will.
Coaching and Documenting Feedback
If an employee’s performance or conduct during the Introductory Period is not satisfactory, the manager should promptly counsel and provide feedback to the individual. Documentation of the conversation should be kept, including:
- dates of meetings
- nature of problems,
- expected corrective action, and
- dates for reevaluation.
- An employee may be dismissed without coaching or feedback during the Introductory Period if the individual exhibits conduct or performance that would result in formal discipline or immediate dismissal of a non-probationary employee. The university’s discipline policy does not apply during the Introductory Period.
Request for Extension
If the manager needs more time to evaluate the performance of the employee due to extraordinary circumstances, the manager may contact their Strategic HR Partner or HR Partner to extend the employee’s Introductory Period as long as the request is made at least one week in advance of the end of the review period and is approved by Human Resources.
Return to Introductory Period Policy for Administrative Staff.