College Policy Number/Title:
Definition of Probation
Probation is a trial period of employment for the employee and the college. During this period the employment relationship is at-will (see "Employment" policy 63.03). An at-will employment relationship is one in which the employee or the college may end employment at any time for any reason or no reason with or without notice and without the right of appeal.
Supervisors will provide performance evaluation of the probationary employee's work during the probationary period. At the end of the probationary period for administrative, professional/technical, and support group members, supervisors will receive an electronic request from the office of human resources to verify if an employee should be removed from probationary status or remain on probation. Employees will be notified by the office of human resources regarding their probationary status. In addition, employees who are removed from probation will receive a salary agreement in June for the next fiscal year.
Length of Probationary Period
Full-time faculty: the probationary period is three yearsfor faculty hired between August and December. Faculty hired between January and June have a probationary period of three and a half years.
Full-time administrative, professional/technical, and support groups: the probationary period is up to one year or more depending on whether the period is extended.
Part-time and temporary with benefits employees who are not eligible for a salary agreement: there is no probationary period. The nature of employment for these employees is at-will and may be terminated at any time for any reason without the right of appeal. If an employee has served in a temporary with benefits capacity for one year and then becomes a position control/budgeted employee in the same position, this timeframe can be considered the probationary period as determined by the employee’s supervisor.
Extension or Reinstatement of Probation
The probationary period may be extended for a fixed period, or reinstated at the end of a term of contract period if performance is less than satisfactory or at anytime if just cause exists. During such a period, the employee is given an opportunity to meet the performance standards set forth by a prescribed plan of improvement.
There are two types of employment transfers at Howard Community College:
If an employee has successfully completed the probationary period in one job classification and is transferred or promoted to another classification, the employee will be placed in a probationary status for the period specified for that category of employment.
If an employee is promoted under the same area or department, the probationary period could be a minimum of three months. In order to be eligible for the three-month probationary period with promotion, employees must have first successfully completed the one year probationary period. If an employee is promoted or transferred to a different department, the probationary period is six months. Probation can be extended by the supervisor if approved by the president or area vice president as determined by the supervisor and approved by the area vice president or president. (See "Employee Definitions" procedure 63.03.01 and "Promotion" procedure 63.03.04).
At the end of the new probationary period, a performance evaluation will be conducted to determine if the probationary period will be concluded or extended. If performance in the new position fails to meet acceptable standards for the position, the employee may revert to the former or similar position and pay status, providing a position is available.
Effective Date: 11/13/09