HR Policies: 6.11.2
Probationary Period
Subject: Resolving Staff Concerns
Number: 6.11.2
Issued: 10/1/80
Revised: 2/28/03
Applicability
A 90-calendar day probationary period is required upon initial employment as a regular, nonexempt, full-time or part-time staff member at Cornell University.
Other nonexempt staff who are obligated to serve a probationary period include:
- staff who are returning to work from a break in service,
- staff who are returning to work from a university leave, and
- temporary staff who are appointed to regular full-time or part-time positions
Nonexempt staff who are transferring from one regular position to another regular position without a break in service are not required to serve a probationary period. When a staff member is transferring from a nonbargaining unit position to a bargaining unit position, clarification of probationary requirements should be obtained from the local hr representative or designee.
Purpose
The purpose of the 90-calendar day probationary period is to provide
the staff member and the supervisor a means by which to evaluate
the work situation.
Supervisory Responsibility During the Probationary Period
During the first 90-calendar days of employment, the supervisor
should carefully evaluate the staff member's performance, attitude,
and potential for success in the job.
The supervisor should:
- explain the purpose of the 90-calendar day probationary period to the staff member on the staff member's first day of work;
- provide the staff member with a copy of the staff member's job description;
- explain the expectations regarding performance in the new position, and
- provide training which covers the specific duties and responsibilities of the position.
Since the probationary period is only 90-calendar days, supervisors should not expect 100 percent efficiency in the job, but rather demonstrated capacity to eventually perform the job.
90-Calendar DAY Probationary Review Procedures
The supervisor should obtain a 90-calendar day Probationary
Review Form approximately 30-calendar days before the expiration of
the staff members probationary period. Upon obtaining the form, the supervisor
should meet with the staff member to discuss performance and determine
whether the staff member is performing satisfactorily during the probationary
period.
The Probationary Review Form must be dated and signed by both the supervisor and staff member, with the department and the staff member each retaining copies. (Be sure to place a check mark in the 90-calendar Day Form box located at the top of the form.) The original must be sent to local hr representative or designee. This process must be completed prior to the end of the staff member's probationary period.
In the event the staff member terminates employment during the probationary period, the supervisor should return the Probationary Review Form to the local hr representative or designee with an explanation.
Supervisory Concerns
If a staff member is proving unsuitable for the job, the supervisor
should discuss the situation with the local hr representative or
designee. This contact must be made as early as possible, but at
least 14 calendar days prior to the end of the 90-calendar day probationary
period, and before discussing it with the staff member.
The local hr representative or designee will provide information, advice and the appropriate procedure to follow in the event of an extension of the probationary period or termination.
Extension of the Probationary Period
With prior approval from the local hr representative or designee,
the probationary period may be extended for up to 30-calendar days.
The request for extension must be made at least 14 calendar days
prior to the end of the 90-calendar day probationary period.
Even in cases when an extension is granted, the Probationary Review Form for the 90-calendar day probationary period must be completed, signed by the staff member and supervisor, and returned to the local hr representative or designee.
The supervisor should obtain a Probationary Review Form. The Probationary Review Form must be completed and distributed in the same manner as the 90-calendar day Probationary Review Form. (Be sure to place a check mark in the 30-Calendar Day extension box located at the top of the form.)
During the extension period, the supervisor will continue to instruct and support the staff member in areas where improvement is desired.
If performance remains unsatisfactory during the extension period, the supervisor should again contact a local hr representative or designee.
Termination of Employment
If the staff member proves unsuitable for the position, employment
should be terminated prior to the end of the 90-calendar day probationary
period or the 30-calendar day probationary extension period, if
granted.
Probationary staff may not grieve a termination through the university's grievance procedure.
Contact the local hr representative or designee or Staff and Labor Relations (607) 254-6404 or 255-4652 for more information.