New Employee Initial Evaluation (Probationary Period)
Section 100, Proc. 135
Effective: 1/28/08
Objective:
To provide procedures which document the performance of newly hired regular employees.
Who is affected:
All newly-hired exempt and non-exempt regular staff.
Procedure:
New exempt and non-exempt regular staff employees, even those converting from term or student status, must serve a probationary period of six calendar months, beginning on the first day of employment. The probationary period provides the employee an opportunity to determine whether the position meets his/her expectations, and the supervisor the ability to assess the employee’s qualifications, performance, and general suitability for successfully meeting the position’s requirements and standards. The initial evaluation is a time for open communication between both parties about what is going well and what needs improvement. During the probationary period, either the employee or the university is free, at any time, with or without notice and with or without cause, to end the employment relationship during the probationary period.
- Completion of Probationary Period - Because Tennessee is an at-will employment state, completion of the probationary period does not entitle an employee to remain employed by the university for any definite period of time. After an employee is hired, Human Resources-Records sends the department a Probationary Period Performance Summary Form. The employee’s supervisor will complete the form toward the end of the six month probationary period, and note whether the employee will be retained or terminated. There is no extension of the probationary period.
- Re-employment Probationary Period - Any individual re-hired as a regular status employee shall serve a six month probationary period beginning with the date of re-employment.
- Unsuccessful Probationary Period: Termination - If the employee and his/her supervisor cannot resolve a specified area of dissatisfaction during the probationary period, the supervisor may terminate the employment relationship. Termination must occur before the end of the probationary period. Managers must first consult with Human Resources-Employee Relations before proceeding with any termination. Employees may be discharged without recourse during this time, and employees in the probationary period are not permitted to use the grievance procedure unless the issue involves alleged discrimination or they were terminated for gross misconduct. The department must initiate a termination e-form and will note the termination date on the Probationary Period Performance Review Summary Form. A code of 27 is used for termination during probationary period. However, if termination is due to gross misconduct (code 22), the hearing requirement afforded by the disciplinary action policy of HR0525 applies. In any event, contact Human Resources-Employee Relations at 865-974-6018 for further instruction before proceeding.