All newly hired regular employees (office/service and managerial/professional) must serve a six-month original probationary period. The probationary period is an extension of the selection process and is used to determine an employee's suitability for employment at the university.
The department may dismiss an employee at any time during the original probationary period with written notice given on or before the dismissal date.
Unless there is a break in employment, employees serve only one original probationary period. Transfer employees whose performance is unsatisfactory undergo the regular counseling procedure and are entitled to appeal through the grievance process.
Original probationary employees have no grievance rights. However, employees on original probation who believe their legal rights with respect to employment have been violated by a dismissal action may appeal through Human Resources. Employees raising issues of discrimination and/or sexual harassment may also seek assistance through the Office of Diversity & Inclusion.
Six-Month Employee Evaluations
When an employee's original probationary period draws to a close, a performance evaluation should be completed.
If a performance evaluation report is not completed and signed by the date marking the end of the first six months of service, the employee automatically becomes a regular employee of the university.
Transfer While Serving Probationary Period
Employees are eligible to apply for positions outside the department after completion of the original six-month probationary period. When circumstances warrant, Human Resources may work with the employee and the department to enable the employee to apply for other positions before the six-month probationary period is completed. If the employee is appointed to another position, the original probationary period will begin anew.
An employee in the six-month original probationary period may be appointed to a different position within the same department, and probation will not begin anew.
Extension of the Probationary Period
With approval of Human Resources, the original probationary period may be extended to a total period of nine months from date of hire. When formal training, certification, or licensure required for the job is not available to the employee within the original probationary period, probation may be extended up to a total of twelve months.
To extend probation:
- Prepare an evaluation, specifying areas in which employee performance is deficient or other circumstances to warrant extension of the probationary period.
- Submit the performance evaluation and/or reasons for the extension request to Human Resources.
- NOTE: Inform the employee prior to the end of the six-month probationary period that probation is to be extended. Employees not so notified prior to the six-month date will automatically become regular employees.
Resources:
See the Probationary Period policy in the University of Nebraska Administration Human Resources Handbook for Policies.