Ready, Set, Go! The 1 st six months

1. Ready, Set, Go!The 1st six months Danielle Schulte Employee Relations Specialist 858.534.8011 dgschulte@ucsd.edu UCSD Human Resources-Employee Relations & Policy Development

2. Topics • What positions have probationary periods? • What is the probation period and how do you calculate the time? • What do you, as the HR Contact/supervisor, need to do during probation? • What to do if you want to release an employee during probation? UCSD Human Resources-Employee Relations & Policy Development

3. Positions & Probation • CAREER positions • First time employment • Employment after a break in service UCSD Human Resources-Employee Relations & Policy Development

4. Probation = Six Months • 180 days • Time actually worked in prior appointment may count towards obtaining career status • Leaves: paid or unpaid do not count towards achieving career status UCSD Human Resources-Employee Relations & Policy Development

5. During Probation-Day 1 • Review the job card with the person and have him/her sign it. • Review expectations of employment with the employee: • Hours of employment • Arrival and departure times • Lunch and break times • Work is to be completed in timely and accurate fashion • How and when to request leaves • Explain any special protocols within the department UCSD Human Resources-Employee Relations & Policy Development

6. During Probation • Plan on and schedule regular meetings to provide employee feed back on his/her performance; • Calendar reminder to evaluate employee at ½ way mark; • Evaluate the employee at 3 months or at mid point! UCSD Human Resources-Employee Relations & Policy Development

7. During Probation cont’d • The evaluation must be in accordance with UCSD policy and/or applicable bargaining agreement. • “Feedback” does NOT equal an Evaluation! UCSD Human Resources-Employee Relations & Policy Development

8. Extending Probation • Must obtain approval from Employee Relations; • May only be extended for a limited period of time; • Acceptable reasons: change in supervisors/change in duties; • Must notify employee of extension in writing prior to end of probationary period. UCSD Human Resources-Employee Relations & Policy Development

9. Release During Probation • Call Employee Relations (x48011) • You must obtain approval from Employee Relations prior to releasing the employee; • You will need to establish that the employee has been made aware of any issues prior to being released; • If you are ending probation during the latter half of the probation period you will need to prove the employee has been evaluated (in most cases). UCSD Human Resources-Employee Relations & Policy Development

10. Release During Probation cont’d • Written Notice MUST be provided to the employee; • The language of the notice is controlled by policy or by agreement…no improvising! • Final paycheck must be ready on last day of employment (remember Payroll’s 3 day rule). UCSD Human Resources-Employee Relations & Policy Development