Administrative Policy #3.21 - Training and Probationary Periods
Purpose
Training and probationary periods are an integral part of the employee selection process. It provides managers the opportunity to evaluate employees' work performance, attendance, and working relationships as they relate to essential functions of the position.
Policy
Length of Training and Probationary Periods
Corvallis Regional Communications Center Association (CRCCA) members – New full-time and part-time employees hired under the CRCCA bargaining unit are required to serve a 12-month probationary period. Employees promoted or transferred into a higher classification within the CRCCA bargaining unit are required to serve a 12-month probationary period.
International Association of Fire Fighters, Local 2240 (IAFF) members – Every new employee hired under the IAFF bargaining unit is required to serve a 12-month probationary period. Employees promoted or transferred into a higher classification within the IAFF bargaining unit are required to serve a 12-month probationary period.
Corvallis Police Officers' Association (CPOA) members – Every new employee hired under the CPOA bargaining unit is required to serve an 18-month probationary period. Employees promoted into a higher classification within the CPOA bargaining unit are required to serve a 12-month probationary period.
American Federation of State, County, and Municipal Employees (AFSCME) Local 2975 members – New employees hired under the AFSCME bargaining unit are required to serve a twelve-month probationary period. Full-time and part-time employees promoted or transferred into a higher classification are required to serve a twelve-month probationary period. Park Seasonal employees serve a probationary period of one full work season.
Non-Represented Employees – Every new non-represented employee must serve a 12-month probationary period. Non-represented employees promoted or transferred into a higher classification must serve a 12-month probationary period.
The City has the authority to extend or reduce any probationary period, as outlined in the Employee Handbook and Collective Bargaining Agreements, if performance does not meet the standards or exceeds the standards for the position.
Performance Evaluations Schedules
During the probationary period, represented employees will receive performance evaluations every three months until the end of the probationary period and annually thereafter. Non-represented employees will receive performance evaluations at three months, six months, and 12 months during the probationary period and annually thereafter.
Definition
New Hire: Regular employees, full time and part time, serve a probationary period and may be dismissed during this time with or without cause. Casual employees do not serve probationary periods; however, casual employees hired into a regular position serve a probationary period from the date of hire into the regular position and may be dismissed at any time during the probationary period with or without cause.
Promotion: Regular employees, full time and part time, who are promoted into a higher job classification serve a new probationary period.
Reclassification: Regular employees, full time and part time, who are reclassified without a significant change in job requirements or functions do not serve a new probationary period.
Transfer: Regular employees, full time and part time, who are transferred may serve a new probationary period if the employee has not demonstrated full proficiency in the new position.
Demotion: Regular employees, full time and part time, who are voluntarily or involuntarily demoted to a lower classification may serve a new probationary period if the employee has not demonstrated full proficiency in the position.
Review/Update
The Human Resources Director will update this Administrative Policy as needed and submit to City Manager for review and approval.
Last reviewed: 12-2018
