UCSD Human Resources-Employee Relations & Policy Development

Ready, Set, Go!The 1st six months

Danielle SchulteEmployee Relations Specialist

858.534.8011dgschulte@ucsd.edu

UCSD Human Resources-Employee Relations & Policy Development

Topics What positions have probationary periods?

What is the probation period and how do you calculate the time?

What do you, as the HR Contact/supervisor, need to do during probation?

What to do if you want to release an employee during probation?

UCSD Human Resources-Employee Relations & Policy Development

Positions & Probation CAREER positions

First time employment

Employment after a break in service

UCSD Human Resources-Employee Relations & Policy Development

Probation = Six Months

180 days

Time actually worked in prior appointment may count towards obtaining career status

Leaves: paid or unpaid do not count towards achieving career status

UCSD Human Resources-Employee Relations & Policy Development

During Probation-Day 1

Review the job card with the person and have him/her sign it.

Review expectations of employment with the employee: Hours of employment

Arrival and departure times Lunch and break times

Work is to be completed in timely and accurate fashion How and when to request leaves Explain any special protocols within the department

UCSD Human Resources-Employee Relations & Policy Development

During Probation Plan on and schedule regular meetings to

provide employee feed back on his/her performance;

Calendar reminder to evaluate employee at ½ way mark;

Evaluate the employee at 3 months or at mid point!

UCSD Human Resources-Employee Relations & Policy Development

During Probation cont’d

The evaluation must be in accordance with UCSD policy and/or applicable bargaining agreement.

“Feedback” does NOT equal an Evaluation!

UCSD Human Resources-Employee Relations & Policy Development

Extending Probation Must obtain approval from Employee Relations;

May only be extended for a limited period of time;

Acceptable reasons: change in supervisors/change in duties;

Must notify employee of extension in writing prior to end of probationary period.

UCSD Human Resources-Employee Relations & Policy Development

Release During Probation Call Employee Relations (x48011)

You must obtain approval from Employee Relations prior to releasing the employee;

You will need to establish that the employee has been made aware of any issues prior to being released;

If you are ending probation during the latter half of the probation period you will need to prove the employee has been evaluated (in most

cases).

UCSD Human Resources-Employee Relations & Policy Development

Release During Probation cont’d Written Notice MUST be provided to the

employee;

The language of the notice is controlled by policy or by agreement…no improvising!

Final paycheck must be ready on last day of employment (remember Payroll’s 3 day rule).