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Revision date of this archived policy: July 11, 2002

Note: This is not a current version of the policy. View current version. »

8.1 Policy

The University recognizes the need for orientation periods, wherein the University and the employee jointly assess the staff employee's performance.

  8.1.1 There are two types of employee orientations: New Regular Staff Employee Orientation and Transferred Staff Employee Orientation. An assessment of the employee's job performance shall occur during orientation under the provisions of the following: Human Resources Policy and Procedure 61.0: Performance Management and/or Human Resources Policy and Procedure 62.0: Corrective Action
  8.1.2 New Regular Staff Employee Orientation 

The first months in a new employment environment may be a confusing and critical time for a new employee. The concerted efforts of supervisors and the employee are needed to help the employee learn new tasks and adapt to the new environment. Therefore, a period of orientation shall be required of each new regular employee (exempt and nonexempt) beginning the date of employment and generally continuing ninety (90) calendar days. During the orientation period the supervisor and the employee shall mutually assess the employee's job performance relative to the job requirements. This period shall also be used to evaluate the employee's overall compatibility with the departmental mission, orient the new employee to the job, and ensure that the employee attends the earliest possible New Employee Orientation Session. The employee shall attend New Employee Orientation no later than thirty (30) calendar days after the first day of employment. During the orientation period, separation from employment shall be in accordance with the provisions of HRP&P 12.0. If the employee terminates the employment relationship, the employee shall give notice of two (2) weeks for nonexempt staff and four (4) weeks for exempt staff to be separated in good standing (see HRP&P 12.11.4). Failure to contact the immediate supervisor or give proper notice may result in job abandonment and ineligibility for rehire at the University (see HRP&P If the employee is separated for reasons which are considered as misconduct, the termination shall generally be immediate and shall be in accordance with HRP&P 12.1.3. If the employee is terminated for reasons which are not considered as misconduct, including the inability to successfully perform the assigned job duties, the termination usually shall occur after at least one (1) discussion with the employee in accordance with HRP&P 12.1.4 and HRP&P 62.0. During the orientation period the employee may not use vacation leave (see HRP&P but may use accrued temporary disability leave as provided for under HRP&P 82.0. At the end of the Orientation period, an End-of-Orientation Performance Appraisal Form (see 8.4.1 within this policy) shall be completed assessing the performance of the employee and the advisability of retaining the employee, based on the procedures outlined in 8.3.1. If this form is not completed within five working days (excluding Saturdays, Sundays, and holidays), it will be deemed that the employee has successfully completed new employee orientation. An extension of the orientation period may be granted by the Director of Human Resource Services for positions which require extensive on-the-job training or for other extenuating circumstances. During the orientation period, the staff employee generally is not eligible to use the procedures in the grievance process (see HRP&P 7.1.2).
  8.1.3 Transferred Staff Employee Orientation 
Upon assuming a new position as a result of a transfer, a staff employee shall serve an orientation period not to exceed ninety (90) calendar days of employment in the new position. The staff employee may use accrued leaves during this orientation period in the same manner as provided prior to the transfer.
8.2 Delegation

The assessment of job performance is the responsibility of the department head and supervisor.

8.3 Procedure
  8.3.1 During the two (2) types of orientation, it is necessary that the department fully document the progress or action related to the job performance of the staff employee.
  8.3.2 During the orientation period, the supervisor shall begin the Performance Development Partnership in accordance with HRP&P 61.0.
8.4 Forms
  8.4.1 End-of-Orientation Performance Appraisal Form