Employment and Related Matters
                   Introductory Period

CODING:  30-01-20-30:10            EFFECTIVE DATE:  09/01/98            REVISION:  00/00/00        LAST REVIEWED:  12/20/04

PURPOSE: To set policy regarding the serving of a introductory period for confidential staff members who are newly hired; have transferred; or have been promoted into a regular "confidential" position. "Confidential" staff are staff serving in union eligible titles who have been excluded from union coverage due to his/her confidential job duties as it relates to labor relations matters.

RESPONSIBILITY: The Vice President for Human Resources is to ensure compliance with this policy.
 

POLICY:

Transfer or Promotion Introductory Period

A regular staff member who is transferred or promoted into a confidential position must serve a one hundred eighty (180) calendar day introductory period and may be extended an additional ninety (90) calendar days. A regular confidential staff member who fails to satisfactorily complete the introductory period or extended introductory period will be allowed to return to his/her former position, if available, and if that position was vacated in good standing. If the previous position is not available, the staff member may apply for vacant positions for which he/she qualifies. If no position exists or if the staff member is not able to secure another position within two (2) weeks of being notified that he/she is not being retained in the confidential position, the staff member will be terminated. He/she may apply for rehire to the University as appropriate vacancies develop.

 
New Hire Introductory Period

Newly hired confidential staff members for regular or part-time positions must satisfactorily complete an introductory period. The length of this period is one hundred eighty (180) calendar days. It can be extended an additional ninety (90) calendar days.

The introductory period for either a new hire, transferred, or promoted staff member should only be extended when circumstances beyond the staff member's control prevents the department from properly evaluating either attendance, conduct, or performance. The introductory period should not be extended when the staff member has exhibited poor attendance and/or improper behavior or has given indication of not being able to achieve satisfactory performance even if given more time.

Confidential Staff members are not eligible to bid on vacant positions during this introductory period and must remain in the new position for a minimum of six (6) months prior to bidding on another position.

Newly hired regular confidential staff members (including staff members who were temporary and are now serving an introductory period in a regular position) may be terminated at any time during the introductory period in accord with Human Resources Policy 30-01-50-75 "Terms of Employment" after conferring with the campus Director of Human Resources and/or designee.

 Upon satisfactory completion of the introductory period, confidential staff may utilize Human Resources Policy 30-01-50-55:00 "Staff Grievance Policy" for grievances covered by the Staff Grievance Policy. This excludes a decision to terminate the confidential staff member's employment. Confidential staff members for regular or part-time positions are "at-will" staff and may be terminated in accord with Human Resources Policy 30-01-50-75 "Terms of Employment" and such decision is not subject to the Staff Grievance Policy.
 

PROCEDURE:
 

1. Prior to the expiration of the initial introductory period, a memorandum must be sent to the Campus Human Resources Office which indicates that either the staff member has satisfactorily completed the introductory period, has failed the introductory period or the introductory period is being extended. If the introductory period is to be extended or if the staff member is failing the introductory period, the department must consult with the Campus Human Resources office prior to taking action.

2. The supervisor should meet with the staff member to discuss the staff member's strengths and weaknesses observed during the introductory period prior to a decision being made concerning successful completion of the introductory period.

by direction of the President

Vice President for Human Resources