Staff Probationary Periods

P&S Staff

The probationary period provides the department an opportunity to evaluate the employee’s performance, attitude, and attendance. If there are performance problems, they are normally addressed first by clarifying expectations and offering additional training or orientation. A review should be conducted at the midpoint of the probationary period or yearly at minimum.

Refer to www.uiowa.edu/hr/classcomp/psdesc/index.html for a listing of probationary periods based on job titles. The normal length of the probationary period is determined by classification.

If a staff member takes a leave of absence without pay during their probationary period, the time of the leave of absence does not count towards filling the probationary period requirement.

A probationary period cannot be extended beyond the original ending date without the concurrence of the staff member and of those offices which acted on the original appointment. A request by a unit to extend the probationary period of an employee should be in writing and should be countersigned by the staff member. It should be submitted to the Associate Vice President/Director of Human Resources far enough in advance of the expiration of the original probationary period to permit 30 days for the Associate Vice President/Director of Human Resources to review the request.

Merit Staff

Staff covered by the AFSCME contract are subject to the following merit rules:

Code of Iowa 681—3.90(8A)  Probationary period.

3.90(1) Purpose .  The probationary period will be an important part of the examination and selection process, and will be used by the employing department to closely observe and evaluate employee's work, to train and aid the employees in adjustment to their position, and to reject and dismiss any employee whose performance fails to meet standards.

3.90(2) Duration of probation .  An employee on original appointment or who is reinstated or reemployed to a class not previously held will be on probation until the person completes six months of active service in the position to which appointed.  If a probationary employee is not dismissed during this time, the person will, at the conclusion of the probationary period, have permanent status in that class.  A period of temporary employment immediately preceding a permanent appointment to the same class may, at the request of the employing department, be counted as probationary service.

Permanent employees who are promoted from one class to another, or who transfer out of class, or who demote will serve a period of probation of six months in the position to which appointed.  If the employee is not dismissed during this time, the employee will, at the conclusion of the probationary period, have permanent status in the class.

3.90(3) Layoffs during probation .  Employees who are laid off during their probationary period will, upon written request to the resident director, be placed on the appropriate eligibility list.