Initial Probationary Periods
An initial probationary period is the period of time during which a new employee becomes familiar with his/her new job. The new employee will determine whether or not he/she can perform the duties of the job and if he/she wants to keep the job. Likewise, the City uses this time to determine whether or not the employee can perform assigned tasks satisfactorily and, whether or not the employee can and is complying with work rules and policies.
Employees cannot be transferred, promoted, demoted or reclassified during their initial probationary period. (Revised January 26, 2001) Employees may not apply for other positions within the City during their initial probationary period. (Revised 2-10-06) A probationary employee may be dismissed at any time during the initial probationary period. Initial probationary period employees are “at will” employees.
All full time, regular employees (non-Civil Service) are in a probationary status for the first 6 months of employment. All part time, regular employees are in a probationary status for the first 6 months of employment. (Revised January 26, 2001) Civil Service employees serve a one (1) year probationary period except those former police officers reappointed by the Police Chief who serve a six (6) month probationary period. (Revised October 9, 1999)
Initial probationary periods may be extended up to 3 months (full time positions) or 1 1/2 months (part time positions) at the discretion of the Department Director or designee. (Revised October 9, 1999) Extensions must be in writing, issued prior to the end of the initial probationary period, identify the reasons for the extension and what the employee must do to successfully complete the probationary period. (Revised 5-8-07) A copy of the extension must be signed by the employee (if the employee refuses to sign note on notice) and submitted to the HRIS/Records Division. If the employee is off work for an extended period of time (weeks) the dates of the extended probation will be adjusted accordingly. (Revised 02/23/2009)
A formal performance evaluation session will be conducted at the end of an employee’s initial probationary period.
Following completion of probation, accrued leave benefits are available for use with supervisory approval; leave becomes available when the employee receives the paycheck for the pay period in which he/she completed probation. (Revised 02/23/2009)
Non-Exempt Employees at the "A" Step are eligible for a performance step increase after completion of their six month probation if their overall performance rating is Competent or higher, subject to the budget approved by the City Council (revised June 1, 2004). Exempt employees are not eligible for an increase after 6 months of employment.
Initial probationary period employee may access funeral leave if approved by the Department Director. (Revised Oct. 9, 1999)
Other Probationary Periods
Employees who transfer, promote, or demote from one position to another will serve a six (6) month (Revised Oct. 9, 1999) probationary period (employees have access to accrued leave during these probationary periods). These probationary periods may be extended up to an additional three (3) months. Such extensions must comply with the provisions presented above. (Revised Feb. 23, 2009) A formal performance evaluation session will be conducted at the end of the employee’s probationary period. Transfers which are temporary assignments or reassignments where there is no significant change in job duties and the move is within the same department are exempt from the six (6) month probationary period requirement.
If a probationary employee cannot satisfactorily perform the assigned duties of the position into which he/she promoted or transferred, the Department Director or designee has the discretion to place the employee back into his/her former position or another comparable position if such a position is available.
Disciplinary Probationary Periods
Any employee may be placed into a probationary status because of unsatisfactory work performance and/or because of work rule violations. Disciplinary probationary periods may be up to six (6) months in duration and may not be extended beyond six (6) months.
Promotion, Demotion, Transfer Employees who receive an overall performance evaluation rating of Unsatisfactory or Needs Improvement (Revised Feb. 23, 2009) will be placed in a probationary status. If their overall job performance does not improve to a satisfactory level, they will be terminated or demoted.
Refer to the Disciplinary Action policy (Employee Conduct Section) for further guidance.