The following table depicts various "if" "then" scenarios for the extension of probationary periods. Note: Overtime and other worked time should be included in computation of hours worked. Vacation, sick leave, military leave or other leave of absence, compensating time off, suspension or other separations, including separations subsequently voided or otherwise set aside, shall not be considered working time. The State Personnel Board (SPB) and the probationer shall be notified of an extension, in writing. In the event a probationer has not, during the prescribed calendar length of the probationary period, worked the required number of hours, probation will automatically be extended until the probationer has worked the required number of hours. 1680 hours if serving a twelve-month probationary period.1260 hours if serving a nine-month probationary period.840 hours if serving a six-month probationary period.Serve a Job Examination Period (JEP), which is the same length as the probation for the parallel classification, either 6- or 12- monthsĭuring the prescribed calendar length of the probationary period, the employee is required to work the following hours:.Limited Examination and Appointment Program (LEAP) Continues until both the required calendar time and hours have been worked.Time served on TAU cannot be used to complete probation.Temporary Authorization Utilization (TAU) Time served on LT cannot be used to complete probation.6-, 9-, or 12-month period depending on classification and the required hours.6-, 9-, or 12-month period depending on classification.Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with DGS management before it is filed.helping the employee recognize areas where performance could be improved.the caliber of the employee's work and.Each supervisor, as designated by DGS, shall make an appraisal in writing and shall discuss with the employee overall work performance at least once in each twelve calendar months following the end of the employee's probationary period for the purpose of informing the employee of:.Performance appraisal is a continuing responsibility of all supervisors, and supervisors shall discuss performance informally with each employee as often as necessary to ensure effective performance throughout the year.The appraisal of work performance provides recognition for effective performance and identifies aspects of performance that could be improved.Performance appraisal shall be governed by the following: If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. It is the policy of the Department of General Services (DGS) to evaluate the work and efficiency of a probationer at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. be used as a tool for guidance in training.identify aspects of performance that could be improved.adapt to his/her job and work environment.This is the final step in the selection process.Ī probationary report helps the supervisor and employee: A probationary period is a period of specified time (usually 6 or 12 months) at the beginning of an appointment that is used for a close review of an employee's performance prior to granting the employee permanent status.