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Performance Evaluations

Date: March, 2017

An employee who has been certified to a status position is required to serve a 6-month or a 12-month probationary period. If the probationary period is interrupted by an unpaid leave of absence, extended illness leave, layoff, or suspension, a comparable amount of time is added to the probationary period. The State Civil Service Merit Board may designate specific classifications which require probationary periods of varying lengths.

Performance evaluation forms are sent from Employment Services at three months and five and one-half months for employees serving six-month probationary periods. For those employees serving a 12-month probationary period, evaluations are usually sent just prior to five, nine, and 12 months. Evaluation forms are available upon request at other times during the probationary period at the request of either the supervisor or the employee.

Service during the probationary period is part of the examination, and if during this time the employer determines that the employee has failed to demonstrate the ability and qualifications necessary to furnish satisfactory service, the employee may be dismissed. If the employee is not dismissed during the probationary period, the employee will become a status employee upon the completion of the probationary period.

Status employees are not required to serve more than one probationary period in the same classification nor is an employee required to fulfill an additional probationary period if the status notice of an appointment change indicates "Change in Title Only." However, in any other change (promotion, reclassification, reallocation, etc.) in which the employee moves from one classification to another, a probationary period in the new class is required.

After completion of the probationary period, employees will be periodically evaluated. Evaluations are made on job-related performance factors chosen on the basis of the job description and job expectations. Job performance will be rated for each factor as: "Performs unacceptably for this factor," "Performs marginally for this factor," "Performs satisfactorily for this factor," "Performs at a high level for this factor" or "Performs at an outstanding level for this factor." Supervisors must document each factor rated "unacceptable" or "outstanding." Supervisors also must stipulate ways for the employee to improve on factors rated "unacceptable" or "marginal." Employees are encouraged to include their own comments on the evaluation form. Employee evaluations are not subject to the grievance.