IUPUI: Human Resources Policies

Staff covered by this policy	This policy applies to all appointed SM staff represented by AFSCME, Local 1477.
Purpose	The purpose of the new employee evaluation period is to ensure that an employee can satisfactorily fulfill the demands of a position. It is not as part of any progressive discipline procedure.
Time periods	All service maintenance staff, at the time of their full-time appointment, serve an evaluation period of three months.
Prior hourly service	Employees may receive credit for prior hourly service if they meet these two conditions: The prior hourly service must be full time and continuous. The appointed position must be in the same occupational unit as the hourly service.
Completion of the evaluation period	At the end of the new employee evaluation period, the supervisor will inform the new employee if the evaluation period has been satisfactorily completed.
Termination of employment during the evaluation period	Employees can be terminated at any time during the new employee evaluation period. If it is decided during the evaluation period to terminate employment, departments should contact Human Resources Administration.
Extending the evaluation period	At any time during or at the end of the evaluation period, departments may decide that a staff member has not had sufficient time to satisfactorily complete the period. In these cases, departments may extend the period by informing the employee in writing with a copy to Human Resources Administration. The evaluation period may be extended by no more than three additional months for a total six-month evaluation period. Probationary police officers serve a one-year evaluation period which may be extended for an additional three months for a total 15-month evaluation period.
Limitations during the evaluation period	Grievance procedure During the evaluation period, including any extensions, staff do not have access to Stage 4 of the grievance procedure. Seniority A staff member in new employee evaluation status has no seniority until he or she completes the evaluation period. At that time, the seniority date reverts back to the employee’s appointment date.
Promotions, transfers, reduction in force	Staff who are promoted, transferred, or placed in another position through a reduction in force are required to serve another three-month evaluation period.
Serving more than one evaluation period	Once a staff member has satisfactorily completed the evaluation period, he or she may not be placed on another evaluation period again unless promoted. However, if the employee has a break in service and loses seniority, the employee must serve the new employee evaluation period again, if rehired.
	Numerical Index Alphabetical Index Revised July 2004 Employee Relations 274-8931