Introductory Period Policy for Administrative Staff
Purpose
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.
Scope
This policy applies to employees hired into non-union administrative staff positions. Administrative staff positions (“covered employees”) are defined as Full-time employees, Part-time employees, and Temporary employees as outlined in Work Hours and Categories.
This Policy does not apply to administrative staff who transfer into a new position, faculty, student employees, academic student workers, or any university employees or positions covered under a collective bargaining agreement (“CBA”) or other contract; please refer to the applicable CBA/contract for any provisions on probation. Faculty should consult with the appropriate chairperson or dean and/or refer to the Faculty Handbook for any applicable policies.
Policy
The Introductory Period takes place during the first 90 calendar days of employment following hire into an administrative staff position. Nothing in this Policy, however, shall be construed to affect or change a covered employee’s at-will status.
During this period, the new employee’s performance will be evaluated and their manager will conduct an Introductory Period Performance Review. The employee and manager will communicate frequently during this time period to ensure that performance expectations are clear and resources are provided to acclimate the employee to their new role. If for any reason, at or before the end of this period, the employee is dissatisfied with the job or if it is determined that they are not suited for the work, they may resign or be separated from employment.
If a position is reclassified, an Introductory Period will generally be waived if the incumbent has satisfactorily performed the duties of the position for a period of time equal to, or greater than, the normal probationary period.
Introductory Period Completion
After the successful completion of the Introductory Period, employment with the university will be considered at-will unless otherwise specified in a written agreement. Successfully completing the Introductory Period does not imply a guarantee or expectation of continued employment. At-will means that either the employee or the university can terminate the employment relationship at any time, with or without cause or notice, subject to applicable laws and any other agreements in place.
Extending the Introductory Period Beyond 90 Days
On occasion, managers may see a need to request an extension to the introductory period. This should be only used for exceptional circumstances and must be reviewed and approved by Human Resources.
Reasons to Ask for an Extension
- Manager was unable to provide adequate training or onboarding in the first 90 days. This may be because the manager was out on leave, due to vacancies or other unexpected reason out of the managers control.
- Direct supervisor/reporting line changes or is scheduled to change within or immediately following the 90 days.
- Employee has not worked approximately 50% of the introductory period due to medical or other leave of absence.
- Employee is actively involved in an investigative process with HR or the Office of Title IX/EEO.
Process to Request
When an extension is required, managers should reach out to their Strategic HR Partner or Kar Estrella to request an extension on or before day 80 of the Introductory Period. To request an extension:
- Managers should fill out this request form
- Once the form has been submitted, managers should submit their request for an extension in writing by emailing their SHRP or Kar Estrella directly.
Procedures
Additional Information
Policy adopted November 1, 2023.
The Vice President of Human Resources shall have responsibility for administration of this Policy.