WVU-HR-34
PROBATIONARY PERIOD POLICY
PURPOSE
To outline the means by which West Virginia University administers employees in a probationary employment status in accordance with West Virginia Board of Trustees Classified Employees’ Handbook, West Virginia Board of Trustees Series 31, and central administration memorandum
SCOPE
This policy applies to all full-time regular classified University employees, including those on the regional campuses.
POLICY
All full-time regular classified employees, whether newly hired or who have been transferred, promoted, demoted, or reassigned, must complete a six-month probationary period. Upon completion of three months of service, and again at the six-month mark, the probationary employee shall receive a written evaluation of his/her performance. Extension of the probationary period up to a total of twelve months may be requested for employees who have not met the required standards of performance. Employees in a probationary status are restricted to apply for other University employment without written authorization from their immediate supervisor. Employees in a probationary status are ineligible for participation in the Employee Education Program.
A newly hired employee may be separated during the initial or extended probationary period if the established standards are not met, provided one (1) written warning for similar concerns was issued. All other employees in a probationary status may be dismissed under the progressive discipline process after prior issuance of two (2) written warnings. Any employee may be subject to immediate dismissal for acts of gross misconduct.
PROCEDURE
Additional information regarding this policy or the proper procedure to follow can be obtained in the Disciplinary Procedure and Probationary Period procedure.
RESPONSIBILITY FOR IMPLEMENTATION
The immediate supervisor is responsible for orienting an employee to the work requirements and expectations of the position, determining whether or not the employee demonstrates satisfactory knowledge and skills, and completing written performance evaluations for employees in a probationary work status. The Employee Relations Unit in the Department of Human Resources, at 293-5700 or P.O. Box 6640, is available to answer questions or provide additional information regarding this policy.
RESPONSIBILITY FOR INTERPRETATION
The responsibility for interpretation of this policy rests with the Director of Human Resources, West Virginia University.
EFFECTIVE DATE: September 10, 1998
APPROVED BY: Scott C. Kelley, Vice President
