UACES Facebook C.E.S.P. 1-11:  Introductory Probationary Period for New Employees
skip to main content


Personnel - Performance

C.E.S.P. 1-11:  Introductory Probationary Period for New Employees

Date Revised: 5-9-2013
Supersedes: 8-17-2011

Summary: Establishes an introductory probationary period for new employees. 

A new classified employee entering into employment with Extension (new hire, rehire or transfer from another state agency/institution) will be placed on probationary employment status for three (3) months.  A new non-classified employee will be placed on probationary employment status for six (6) months. This policy does not apply to academic faculty, temporary employees or WOWN employees.  Please note: This policy does not alter the at-will employment relationship, nor does it guarantee a right of employment.

During this probationary period, all performance-related factors involved in the employee’s ability to make a positive contribution to Extension are evaluated. These factors include, but are not limited to, productivity, attendance, punctuality, quality of work, job knowledge, effectiveness as a team member, and other work-related behaviors. The supervisor will assure that the employee is aware of performance expectations and is advised when performance is less than satisfactory. Problems noted during this period will be promptly addressed with the employee.

At the end of the 3 or 6 month probationary period, the employee’s supervisor must meet with the employee, review the E.H.I.R.E.-104, Probationary Employment Evaluation,  and give the employee a copy of this written notification which either (a) places the employee on regular status, (b) extends the probationary period (not to exceed an additional three months), or (c) terminates employment.

If the probationary period is extended, at the end of the extension the employee’s supervisor must meet with the employee and present written notification approved by higher authority either (a) placing the employee on regular status or (b) terminating employment. The supervisor must forward a copy of that written notification to the Human Resources Office for the employee's personnel file.  

Notwithstanding the provisions of this policy, in certain situations, a probationary employee may be terminated during the introductory probationary period for work performance related issues without prior written notice.  In addition, an employee may be dismissed for cause without prior verbal or written notice within the introductory probationary period or at any time. See C.E.S.P. 1-8, Employee Disciplinary Actions

An employee terminated under the provision of this policy may not appeal the decision. Eligibility for re-employment with Cooperative Extension Service is not affected unless the employee was dismissed for cause.