Probation Procedure - 63.03.02
College Policy Number/Title:
Definition of Probation
At Howard Community College, probation is a trial period of employment for the employee and the college. During this period the employment relationship is at-will, see policy 63.03, Employment. 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 evaluate 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 communication 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.
Length of Initial Probationary Period
The probationary period is three years for faculty who begin budgeted employment at the start of or during the fall semester. Faculty who begin later during the academic year are on probation for the remainder of that academic year and then three more years starting with the next academic year.
For full-time administrative, professional/technical, and support group employees, the probationary period is one year from the beginning of full-time budgeted employment.
There is no probationary period for part-time and temporary with benefits employees who are not eligible for a salary agreement. 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 prior to becoming a budgeted employee in the same position, the time served in temporary with benefits status can offset the initial one-year probationary period on a month-for-month basis if approved by the employee’s supervisor.
Extension or Reinstatement of Probation
The probationary period may be extended for a fixed period, or reinstated at any time if performance is less than satisfactory or if just cause exists. During such a period, the employee is given an opportunity to correct the behavior or conduct that led to the extension or reinstatement of probation.
Probation After Position Changes
A promotion occurs when a staff member applies and is hired for a position at a higher grade level. A transfer occurs when a staff member either applies and is hired for, or is moved by the college to, a position at the same or a lower grade level.
If an employee is promoted or transferred within the same department, the probationary period is a minimum of three months, but could be up to a year. In order to be eligible for the three-month probationary period , the employee must have first successfully completed the initial one-year probationary period. The office of human resources will consult with the supervisor to determine the appropriate probationary period.
If an employee is promoted or transferred to a different department, the probationary period is a minimum of six months, but could be up to a year. In order to be eligible for the six-month probationary period, the employee must have first successfully completed the initial one-year probationary period. The office of human resources will consult with the supervisor to determine the appropriate probationary period.
At the end of the new probationary period, performance will be evaluated 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 and an extension of probation is not deemed reasonable, the employee will be terminated from employment with the college without the right of appeal.
Effective Date: 05/12/17
President's Office Use: VPAF