The probationary period is the initial period of classified staff employment established by a bargaining contract or civil service rules during which the employee's supervisor determines whether the employee is a good match for the position, and will be allowed to achieve "permanent" status. The duration of a probationary period is established by the applicable collective bargaining agreement or civil service rules that apply to the position, and varies from 6 to 12 months depending on the appointment type. If any leave is taken during an employee’s probationary period, the probationary period end date must be extended by the amount of leave used.
For SEIU 925 bargaining unit monthly paid appointments only: An hourly-paid temporary employee who works in a SEIU 925 bargaining unit classification, and who is appointed to a regular, monthly-paid appointment in the same position in which the employee has been working, is eligible for a reduced probationary period. The probationary period is reduced by the amount of time worked in the temporary appointment, to a maximum of 3 months. The Human Resources (HR) Employment Specialist calculates the appointee's probationary period end date and communicates it to the hiring manager via the email notification that confirms approval of the appointment.
Although an employee in a classified Fixed Duration Appointment (FDA) position does not serve a probationary period, the employee is not eligible to use or be paid for accrued annual leave hours until the completion of six months’ of service. In order for OWLS to apply the appropriate leave rules, for a FDA, it is necessary to enter the dates of the initial six months of the fixed duration appointment in the Probationary Period fields. Any paid and/or unpaid leave used during the initial six month period requires you to extend the end date of the period.
To enter or change an employee’s probationary period dates, open the employee’s record and follow these steps:
To enter a reduced probationary period, open the employee’s record and follow these steps:
Note: If the probationary period start date precedes the current calendar month, you will need to resubmit all prior months.
To extend a probationary period, open the employee’s record and follow these steps:
The length of a probationary period is determined by the employee’s union bargaining contract. Classified non-union employees should refer to WAC 357 to determine their probationary period length.