2.9 Introductory Period
- Replaces: Supersedes all previous Personnel Policies on the same topic
- Reviewed: Annually
- Section Revised: 7/1/2012, 1/1/2013, 1/1/2019, 1/1/2022, 5/1/2022, 1/1/2023
- Contact: Human Resources Administrator
The introductory period is an integral part of the selection process to be used for closely observing the work of an employee newly appointed to a merit system position. This introductory period is designed to secure the most effective adjustment of the employee to the position and to remove any employee who does not meet the position requirements or the expectations of management.
2.9.1 Rights of an Employee During Introductory Period
An employee serving in an introductory period is considered “at will” and may be dismissed (see section 8.4) with or without cause and/or with or without prior notice.
The appeal/complaint procedures set forth in this guide do not apply to an employee who is dismissed or disciplined during her/his introductory period. The only exceptions to this provision are decisions concerning requests for ADA accommodations (see section 2.1.3) and harassment complaints (see section 6.5.)
Completion of an Introductory Period shall not be construed as creating a contract, as guaranteeing employment for any specific duration, or as establishing a “just cause” termination standard.
2.9.2 Duration of Introductory Period
The usual introductory period is twelve (12) months in duration for an employee in a merit system position but may be adjusted by the District Director of Health and/or her/his designee. No extension will be allowed which would make the total introductory period longer than eighteen (18) months.
(See Guidelines for Adjusting the Duration of the Introductory Period on the HR Site for Employees for exceptions.)
2.9.3 Credit for Introductory Period
An employee who separates from employment with satisfactory service during an introductory period and is subsequently reinstated to the same position within twelve (12) months of the separation date will be given credit for the portion of the introductory period competed before the separation.
2.9.4 Evaluation During Introductory Period
A merit system employee will be formally evaluated sometime between her/his sixth and ninth month of an introductory period using a formal procedure approved by the District Director of Health and/or her/his designee for that specific position or class of positions. Additional evaluations may occur at the supervisor’s discretion.
(Supervisors, see Guided Checklist to Conducting Initial and Introductory Performance Evaluations on the HR Site for Supervisors for details.)
2.9.5 Dismissal During an Introductory Period
Upon dismissal (see section 8.4) of a merit system employee during an introductory period, the employee’s personnel file (see section 1.4.1) and subsections) will be amended to reflect the reason for the dismissal. The written reason will be retained for as long as the personnel file is retained.
2.9.6 Completion of Introductory Period
Upon successful completion of an Introductory period, an employee will be made a “regular” employee and will receive a pay increase to the next level effective the beginning of the first full pay period after completion of the Introductory Period.