Q. What is the difference between a probationary period and an assessment period?
Q. When can a probationary or assessment period be extended?
Q. Where do I get the preliminary and final assessment forms?
Q. Once the preliminary or final assessment is complete what do I do with the forms?
Q. What happens when a term employee is appointed to the same position on a permanent basis but they have not completed their probationary period?
Q. When can a probationary period be waived?
Q. What if an employee transfers during a probationary period?
Q. What happens if, during the assessment period, a permanent employee feels the position isn’t a good fit?
Q. What happens if, during the assessment period, an employee isn’t meeting expectations or is not capable of meeting the expectations of the position?
Q. What is the difference between a probationary period and an assessment
A. A probationary period is served only once, when an employee is appointed to their first position in scope of CUPE 1975. A probationary period is served in the first four months of employment.
An assessment period is served each time an employee transfers, or is promoted, recalled, placed or bumped into a new position. An assessment period is served during the first three months of a new position.
During the probationary/assessment period, the employee’s performance and expectations of the position should be discussed regularly. It is important for both the manager and the employee discuss areas where the employee can grow and develop.
Q. When can a probationary or assessment period be extended?
A. A probationary or assessment period can be extended by the cumulative length of any period(s) of absence from work for more than five consecutive days. The Employer has the discretion to adjust the period end date and notify the employee and the union.
When an employee is not meeting expectations, the probationary or assessment period can be extended for up to three months. This extension must be with the agreement of the union and the Employer. Typically, Human Resources would be involved to assist the parties with this process. The Employer would notify the employee of the reasons for the extension and together with the employee develop a plan to ensure the employee will be able to meet expectations.
Q. Where do I get the preliminary and final assessment forms?
A. These forms can be found online. In February 2009, Human Resources will begin to transition the primary tracking of probationary/assessment dates to the managers of employees within scope of CUPE 1975.
When an employee is hired, the manager will need to calculate and track the employee’s probationary/assessment date and ensure continuous reviews are scheduled and feedback is provided in a timely way.
Q. Once the preliminary or final assessment is complete what do I do with the forms?
A. The forms are sent to Human Resources where they are kept on the employee’s personnel file. These review forms provide demonstrated efficiency for recruitment purposes when managers contact Human Resources for a reference during the recruitment process. It demonstrates an employee’s capabilities and growth over their career.
Q. What happens when a term employee is appointed to the same position on a permanent basis but they have not completed their probationary period?
A.If the term employee is appointed to the same position on a permanent basis, they will serve the remaining portion of the probationary period while in the permanent position.
Q. When can a probationary period be waived?
A. When an employee is reappointed to the same position, providing any break in service has been sixty (60) days or less. The Employer may agree to waive some or all of the probationary period providing the employee has demonstrated their ability to meet the expectations of the position.
Q. What if an employee transfers during a probationary period?
A. If an employee has not completed a probationary period, the probationary period will restart when they begin the new position. A new probationary completion date will be recalculated as four months from the start of the new position.
Q. What happens if, during the assessment period, a permanent employee feels the position isn’t a good fit?
A. Fit is an important consideration for employees when they take on a new position. A permanent employee can voluntarily revert back to their former status (either layoff or position) without any penalty.
Q. What happens if, during the assessment period, an employee isn’t meeting expectations or is not capable of meeting the expectations of the position?
A. Permanent employees will revert back to their former status (layoff or position) during the assessment period.
Non-permanent employees will have their employment terminated.
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