(Approved by the Executive Vice President by authority of Administrative Order No. 9)
The purpose of this policy is to comply with the requirements of WAC 357-19-090 by establishing the employer's basis for determining and notifying an employee when a:
#1 | Trial service period is required upon transfer,
voluntary demotion, or elevation (WAC 357-19-030). |
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#2 | Probationary or trial service period is extended (WAC 357-19-045 and 357-19-060). |
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#3 | Probationary or trial service period is continued (WAC 357-19-070). |
A permanent employee will serve a trial service period following any of the following actions:
The length of the trial service period will be as specified by the director of the Washington State Department of Personnel unless the University has extended the trial service period for a class or position as authorized by WAC 357-19-060.
The University may extend the probation or trial service period for an individual employee in an appointment, or for all employees in a class, up to a maximum of 12 months, as authorized by WAC 357-19-060. When the University extends the probation and/or trial service period for a class beyond that established by the director of the State Department of Personnel, the length of the probation and/or trial service will be published on the University's website. When the probation or trial service period for an individual is extended, the individual will receive written notice of the extension, including the date on which the extended probation or trial service period ends.
The probation or trial period for a class or an individual position may be extended when the University determines that the length of the probation and trial period established by the director of the State Department of Personnel does not allow sufficient time for an individual to perform the full range of duties of the class. This may be for any of the following reasons:
In addition, Human Resources may approve extension of a probation or trial period based on the circumstances of an individual appointment.
An employee who accepts appointment to another permanent classified non-union position while serving a probation or trial period will begin for a new probation or trial period in the new appointment. If the University determines that the new position is closely related to the former position, the employee will receive written notice that probation or trial service period will continue and not start over. However, even if the probation or trial service period does not start over, the University may extend the probation or trial service period as authorized by WAC 357-19-060.
"Reassignment" is employer-initiated movement of an employee from one position to another position in the same classification. If the University reassigns an employee who is serving a probation or trial service period, time spent in the initial probationary or trial service period counts towards completion of the probation or trial service period for the position to which the employee was reassigned. However, the University may extend the probation or trial service period as authorized by WAC 357-19-060.
For additional information contact the appropriate Human Resources Service Team Member listed on the Human Resources Service Team Assignments web page.
January 19, 2006.