Probationary Period

Policy number: 7.6

Policy section: Human Resources

Revised Date: January 2, 2019

1. Policy Statement

It is the policy of the University that all new benefits-eligible staff employees will undergo a probationary period.

2. Purpose

The purpose of the probationary period is to determine if the employee is capable of performing the position's essential requirements and if the employee desires to continue employment in the job accepted.

4. Applicability

All new benefits-eligible staff employees will undergo a probationary period of 90 calendar days, beginning with the employee’s first date of employment. Employees transferring to a new position within the University must undergo the same probationary period.

5. Department Administrative Rules, Procedures, and Guidelines

The Department of Human Resources, under the purview of the Vice President for Business and Finance, has oversight and administrative responsibility for this policy and shall promulgate departmental rules, procedures, and guidelines pursuant to this policy.

6. The Probationary Process

During the probationary period, the employee may be subject to verbal or written warnings regarding the employee’s performance; however, the employee is an “at will” employee and is subject to termination by the University for any reason, at any time, during the probationary period.

  1. The probationary period may be extended by the supervisor after consultation with and approval by the Department of Human Resources.
  2. Termination of employment will occur if the employee does not successfully complete the probationary period. The supervisor must consult with the Department of Human Resources before any termination decision is made.
  3. Employees are employed on an at-will basis during the probationary period, and should their employment continue with the University beyond the probationary period, it will continue to be on an at-will basis.

7. Questions

Questions regarding this policy should be directed to the Department of Human Resources at

Revised: January 2, 2019

Adopted: March 2, 2015