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New hires, rehires
& transfers from other state agencies shall be on probation for
twelve months. The supervisor has option to extend probation an
additional six months.
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Probation allows
an employee up to twelve months to demonstrate the attitudes,
skills, and abilities required in the position and to successfully
complete required training.
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During probation,
extended probation, or regular status, an employee may be terminated
with or without cause and with or without notice at any time at the
option of the AFC or the employee.
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The supervisor
will meet with the employee within 30 days of hire to set
performance standards for the rating period: AFC Performance
Evaluation Form A125.100.
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Twelve months
after hire the supervisor shall conduct a performance evaluation,
planning, & review session with the employee. Performance
Evaluations are an annual requirement.
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Based on the
performance evaluation rating, objective accomplishment, and
training completion, the supervisor will complete one of the
following actions: (1) grant the employee regular status, (2) extend
employee’s probation for a maximum of six months, or (3) terminate
employment of the employee. Record action on Probationary Status
Form A45.100. Additional forms required for termination: Termination
Report Form A90.100 and Exit Interview Form
A90.200.
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Discharge during
the probationary period if an employee cannot perform the
duties will not be listed on the A90.200 nor divulged on reference
calls from other employers.
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A criminal
background investigation may be conducted for all employees and is
mandatory for employees with law enforcement duties. An
unsatisfactory report may be cause for immediate dismissal.
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An unsatisfactory
physical examination report for positions with physical standards
will result immediate dismissal
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In-house employees
who promote, transfer, or demote shall be on probation for twelve
months. If a promoted or transferred employee fails to
satisfactorily complete the probationary period, the employee may
(1) be demoted to the previous position held if position is vacant,
or (2) be demoted to a lower classification in the same job family
if there is a vacant position provided the demotion would not
adversely affect the operation of the AFC. If placement cannot be
made in accordance with (1) or (2) above, employment will terminate.
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No probationary
employee shall be promoted or transferred when jobs are advertised
in closed competition.
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Employees in
regular status or probationary status may apply for positions
advertised in open competition.
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Performance
Probation: If an employee’s overall
performance falls to mid-level standards during the performance
evaluation rating period, the supervisor will implement probationary
procedures. Use Form A45.200, Performance Probation. The supervisor
must document below standard performance and counsel employee on
expected improvement.
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Performance
probation may not exceed 90 days.
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Disciplinary
Probation: Employees placed on
disciplinary probation (see AFC Policy § 40) are not eligible for
promotion or transfer during disciplinary probation period.
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Placing an
employee on disciplinary probation requires identification of policy
violation(s), expected improvement, and action if improvement is
insufficient.
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Periodic
supervisor-employee counseling is required to inform employee of
progress, improvement needed, et cetera.
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Disciplinary
probation may not exceed 90 days for any specific infraction of AFC
Disciplinary Policy. Use Form A45.100, Probationary Status, to
record status.
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Repeal: This
Probationary Status Policy § 45 supersedes all earlier probationary
status policies, procedures, and memoranda of § 45, which are hereby
repealed.
