GDF-RB

REGULATION

SUPPORT  STAFF  HIRING

(Support Staff Probationary Period)

Purpose

The purpose of the probationary period is to provide an opportunity for the employer to understand if the newly hired regular employee has the knowledge, skills, abilities, and other characteristics required to meet the expectations of the position and the District. 

Eligibility

The probationary period applies to all noncontracted personnel hired into regular support staff positions (hereafter "support staff").  The following shall be placed on the probationary period at the time of hire:

A.  New hire employees beginning employment with the District.

B.  Current employees who are voluntarily hired into another position at another school or department regardless if the current employees accepted a position that provided a change in pay grade.

Procedures

The following procedures shall apply for the support staff probationary period:

A.  The probationary period is from zero to ninety (90) calendar days with the positions' applicable work calendar.

B.  Time off due to workers' compensation, short term disability and family and medical leave (FMLA) are excluded from the calendar days. 

C.  Employees on a probationary period are not eligible for grievances and appeals as they relate to applicable policies.

D.  Employees on a probationary period must sign a Statement of Understanding acknowledging the probationary period regulation.

Compensation  and  Benefits

Employees on a probationary period are eligible with compensation and benefits consistent with District employment policies, regulations and procedures.

Extension

A site administrator may approve up to one ninety (90) calendar day extension to an employee on a probationary period as long as the site administrator makes his or her informed decision prior to the expiration of the employee's initial probationary period.

If the site administrator approves the ninety (90) calendar day extension, the site administrator must complete the following:

A.  Complete a performance evaluation.

B.  Inform the employee of the probationary extension.

C.  Submit the performance evaluation to human resources indicating an extension has been approved.

An extension can go beyond one hundred eighty (180) days only to make up for lost days while on workers' compensation, short-term disability and/or family and medical leave (FMLA).

Continued  Employment

Satisfactory completion of the probationary period will result in continuation of employment in the new position. 

An employee not notified of termination on or before the expiration of the employee's probationary period will result in continuation of employment in the new position. 

Separation  of  Employment

Failure to satisfactorily complete the probationary period will result in separation of employment.  Employees on a probationary period can be terminated at any time without cause. 

The site administrator shall submit a performance evaluation and other documentation supporting the termination request of an employee on a probationary period to human resources.  The termination of a probationary employee must be recommended by human resources. 

If termination is recommended, administration must provide verbal and written notification to the employee on the probationary period.  Administration must provide verbal notification indicating the reasons for termination.  The written notification will indicate the terms of the probationary period, but the actual reasons for termination is not required.

Employees recommended for termination are not required to receive advance notice.