Probationary employees are those that are still in their introductory period of employment which allows the employee and JMU to determine if the employee is suited for the job. The probationary period gives new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. JMU uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or JMU may end the employment relationship at any time during the probationary period, with or without cause. Except for allegations of unlawful discrimination, employees will not be provided an appeal if released during the probationary period.

All new and rehired classified employees serve a one-year probationary period which may be extended up to 18 months from their date of hire. An employee's probationary period may be extended for performance reasons or periods of leave with or without pay. Any significant absence (more than 14 consecutive days) will automatically extend a probationary period by the length of the absence. Employees must be notified in writing if their probationary period is extended.

If the employee's probationary period ends between July 1 and October 24, submitting the completed Probationary Progress Review form will suffice for the overall evaluation for the current performance cycle. Employees whose probationary period ends on or before June 30 should have the Annual Performance Evaluation completed and submitted to HR by the evaluation submission deadline of the last workday in September.

Performance management for the probationary employee is outlined in Policy 1322: Classified Employee Probationary Period.

Performance feedback for probationary classified staff can take several forms:

• Quarterly probationary progress reviews
• Verbal counseling
• Counseling memorandums

Quarterly Probationary Progress Reviews:

Supervisors provide regularly scheduled feedback to their probationary employees at 3, 6, 9 and 12 month periods using the Probationary Progress Review Form. The final probationary review should take place three weeks prior to the end of the probationary period. Supervisors are notified by an e-mail from the Human Resources when these reviews are due.

All written notices and terminations need to be discussed with an HR Consultant prior to being issued/executed.