Conditions of Employment
The Probationary Period
When an employee begins employment with George Mason University as a classified employee (full-time, three-quarter time or half-time), he/she is required to satisfactorily complete a twelve-month probationary period. This time is designed to allow ample opportunity for both the employee and the University to assure the job is a good match. Probationary employees will be evaluated at 6-months and 11-months. Supervisors are expected to notify employees in writing when they have satisfactorily completed the twelve-month probationary period. Once completed, employees are entitled to the rights provided under the Virginia Personnel Act.
Employees who transfer from another department of the University or from another State agency are not required to complete a new probationary period if they have already completed one. There is an exception to this rule. If an employee who has completed probation in a non licensed position (for example, administrative and program specialist) then enters a licensed position (for example, a police officer), a new twelve-month probationary period starts. If an employee transfers during the probationary period, the time already worked is credited towards the completion of the twelve-month probation. If a current probationary employee's three month evaluation is less than satisfactory, however, that employee should not be transferred, promoted or demoted to another department or agency without consulting both the University's Human Resources Department as well as the Human Resources officer of the receiving agency.
New and current employees who undertake jobs which require certification may be required to complete an extended probation pending completion of their certification training. Offer letters for such positions will contain notification of the extended probation. When probationary employees are on military leave or leave with or without pay for more than 14 consecutive calendar days, their probation will be extended for the length of time they are away from work.
Supervisors and probationary employees should be communicating frequently regarding performance. Appropriate training, coaching and follow-up are keys to the success of new staff.
After six months of employment, the supervisor completes a performance evaluation on each probationary employee, based on the expectations given the employee in the EWP. If the person's work is unsatisfactory at this point, a decision may be made to terminate. Even if an employee receives a satisfactory evaluation, he/she is subject to termination if performance declines following the evaluation. Probationary employees are employed at-will, i.e. they can be terminated at any time if management determines they are not suited for the job. When there is no gross misconduct, employees are permitted to resign. Such a termination will not negatively affect the employee's job reputation.
The DHRM Policy 1.60 Standards of Conduct for classified staff do not apply to probationary employees, so written notices are not used to discipline those on probation. However, in considering whether a probationary employee has committed an act of misconduct, supervisors should be guided by the principles and offenses described in the Standards of Conduct. Documentation to support the evaluation of performance and conduct problems should be maintained by the supervisor.