All career employees in the Professional and Support staff Personnel Group serve a probationary period during their first six months of employment.
This gives managers and supervisors an opportunity to review the abilities of an employee to perform all aspects of their position. The probationary period should be used to ensure that the applicant selected is qualified to perform the job and achieve regular status. During this period, you should carefully evaluate the employee's performance and general suitability for employment. To make this decision, you will develop performance standards and objectives, set aside time to observe the employee, provide feedback, and evaluate the employee. See UCR Local Procedure 22: Probationary Period.
Supervisors and Managers Responsibilities
- Provide the employee with a clear job description
- Provide clear performance standards so the employee understands what is expected of them and how they will be measured
- Acquaint the employee with office procedures and practices
- Schedule the employee for the New Employee Orientation through Talent Acquisition
- Provide a departmental orientation for the new employee
- Explain how and when the employee will be evaluated
- Provide one-on-one meetings and follow-up sessions as often as necessary so the employee can adjust to their new working environment
- Provide a desk manual (if available) and other instructional resources
- Tell the employee when their probationary period will be over and explain what it means to become a regular status employee
- Evaluate the employee's performance in accordance with UCR Local Procedure 22: Probationary Period
- Show a continuing interest in the new employee (it's not enough to explain terms and conditions of employment and leave the employee to make it from there alone)