Return to Previous Page

Human Resources Classified Staff
Policy and Procedures

POLICY

A person employed in any Classified Staff position expected to continue for more than six (6) months shall serve a probationary period. The probationary period provides for assessment of employee qualifications, performance, and general suitability to successfully meet position requirements and standards. It likewise provides the employee with an opportunity to determine whether the position meets his or her expectations. During the initial and reemployment probationary periods, the University and the employee have the right to terminate the employment relationship at any time for any reason that does not violate public policy. In such event, advance notice to the other party, when possible, is an expected courtesy.

Prior to the discharge of a probationary Regular Classified Staff employee for a serious violation of the University Classified Staff Rules of Conduct, or serious violation of Arizona Board of Regents', University, and/or departmental rules or policies, the responsible administrator shall contact Human Resources.

INITIAL PROBATIONARY PERIOD

A newly hired Regular Staff employee serves a probationary period of six (6) months. Probation periods of greater than six (6) months may be established for certain classifications with the prior approval of the Associate Vice President for Human Resources.

A University employee who changes to Regular Staff status from another status must serve a six (6) month probationary period from the effective date of the Regular Staff position.

REEMPLOYMENT PROBATIONARY PERIOD

An individual who is reemployed by the University as a Regular Staff employee serves a six (6) month probationary period from the date of reemployment.

WAIVER OF PROBATIONARY PERIOD

Upon request of the responsible dean, director, or department head, the probationary period may be waived by the Associate Vice President for Human Resources for employees reemployed in the same job classification previously held with the University or those who change to a Regular Staff position from another employment status.

Such a waiver releases the employee only from the probationary period as defined above. Other time-in-position requirements, such as those for interdepartmental promotion and transfer and eligibility to receive pay for vacation remain in force.

PROMOTION/TRANSFER PROBATIONARY PERIOD

A Regular Staff employee who is promoted or transferred serves a three (3) month probationary period in the new position from the date of the promotion/transfer.

If during the promotion/transfer probationary period the employee does not meet job requirements or performance standards, the employee must be notified in writing of the specific performance problems and the remedies which must be effected within the promotion/transfer probationary period. In no event shall an employee receive less than 30 days notice of performance problems and remedies. A copy of this memorandum shall be sent to Human Resources.

Failure to satisfactorily meet the job requirements or performance standards at the end of the three (3) month probationary period may result in an extension of the probationary period for 30 days. During this time the employee shall be permitted to:

1. seek transfer to a position in a classification previously held in which the employee's performance met the job requirements, and/or;
2. further attempt to perform satisfactorily the duties of the current position.

If such extension is granted, the employee shall be informed by memorandum that (1) the promotion/transfer probationary period has been extended 30 days to permit the employee to seek transfer within the University, and (2) if the employee is unsuccessful in obtaining another position by the end of that time and is still not meeting job requirements of the current position, she or he will be placed on administrative layoff status.

If the 30-day extension is not granted, failure to satisfactorily accomplish position requirements by the end of the transfer/promotion probationary period will result in immediate administrative layoff and the employee shall be so informed by memorandum.

A copy of either memorandum shall be sent to Human Resources.

ADMINISTRATIVE LAYOFF STATUS - PROCEDURE

A department may place an employee on administrative layoff status for one year, as outlined above, by completing a Termination Report Form and forwarding it to the Associate Vice President for Human Resources. Employees on administrative layoff status shall have all rights, privileges, and responsibilities of layoff status as outlined in Policy #405.0, Layoff/Reduction in Force, with the exception of recall/reemployment rights.