Probationary Procedures. 1. During the probationary period, the employee’s supervisor shall provide the employee with written reports of his or her status and progress. A minimum of two written reports will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week of the completion of:
a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks;
b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks;
c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks;
d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary period.
2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee.
3. No employee shall fail probation due to PEF's failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods...
Probationary Procedures. 4 The probationary procedure as set forth herein shall provide an employee with assistance 5 through consulting, counseling, and providing other resources as may be utilized in the
Probationary Procedures. 6 The probationary procedure as set forth herein shall provide an employee with assistance 7 through consulting, counseling, and providing other resources as may be utilized in the 8 improvement of performance relating to the instructional program. If it becomes 9 necessary to place an employee on probation, such action shall be in accordance with the 10 Evaluation Procedure as contained in this Agreement. Such probationary period shall be 11 from not later than February 1 to no later than May 1 of the same year. The probationary 12 process is to be implemented and completed within this time frame. In carrying out the 13 probationary procedure, the following steps shall be followed: 14
15 Step 1 The principal shall meet with the employee and, at his or her request, a 16 representative of the Association, in an attempt to resolve matters relating to 17 performance before probation is recommended. 18 19 Step 2 -- If the evaluator recommends probation and the Superintendent takes action to 20 place the employee on probation, the employee shall be notified in writing of:
21 a. Specific areas of deficiencies;
22 b. Suggested specific and reasonable programs for improvement which 23 shall include identifying specific performance expectations aimed at 24 remedying the deficiency; and
25 c. The nature of assistance and counseling that will be furnished by the 26 evaluator.
Probationary Procedures. A. This Section does not apply to replacement employees or to provisional employees.
B. Within five (5) days of the delivery of a probationary letter, the principal or other evaluator shall hold a conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken.
C. During the probationary period the principal or other evaluator shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The provisions of Article IV Section 6.B. 1) and 2) above, shall apply to the documentation of evaluation reports during the probationary period.
D. During the probationary period any identified deficiencies in which the employee has demonstrated sufficient improvement shall be identified and checked off as being completed so that the employee has a clear understanding of what remaining progress they need to make to be removed from probation. The probationary employee shall be removed from probation at any time he/she has demonstrated improvement to the satisfaction of the principal or other evaluator in those areas specifically detailed in his/her notice of probation. In this event, a statement will be attached to the probationary letter indicating the employee has successfully met the conditions of probation.
E. Beginning with the probationary period, an employee may have an Association representative present during conferences held pursuant to this Section.
Probationary Procedures. 14.1 A person appointed to a vacant position serves a three month probationary period before being confirmed in the position, except for permanent employees applying for a position in which that employee has already worked satisfactorily on a relieving or acting basis for three months or more, in which case the probationary period may be waived upon their successful appointment to the position, subject to agreement by all parties.
14.2 The probationary period is applicable to the following categories:
14.2.1 new employees;
14.2.2 current employees being appointed to another permanent position;
14.2.3 current employees appointed to relieve or act long term i.e. six months or more in a position in which they have not previously worked satisfactorily.
14.3 The purpose of this period is to allow the employee to be trained in the duties of the position and for the Federation to assess the suitability of the employee in the position. It is not expected that the employee would have necessarily acquired all the skills required for the position within this three month probationary period.
14.4 In relation to points 14.2.2 and 14.2.3 above, the employee’s existing position will not be filled substantively until the employee is confirmed in the new position.
14.5 The probationary procedures will endeavour to:
14.5.1 Determine whether the employee satisfies the criteria for the position and can perform the skills required of the position before the position is offered permanently.
14.5.2 Provide the employer an opportunity to review the employee’s work performance and their suitability for the position.
14.5.3 Present the employee the same opportunity to assess the position and/or workplace and either accept or decline the position.
14.6 During the probationary period, the Federation will:
14.6.1 Provide a position description for the position.
14.6.2 Advise that upon the satisfactory completion of the probationary period, the new employee can elect to work nine day fortnight hours.
Probationary Procedures. 21.1 Probationary procedures for academic and general staff shall be those set out in the HRM as varied from time to time. If the University seeks to change probationary procedures, the University will consult with relevant Union(s) and reach agreement on the proposed changes.
21.2 Full-time, part-time and fixed-term employment may contain a reasonable probationary period that is directly related to the nature of the work to be carried out under the contract. As a condition incidental to employment on probation, an employee shall be advised of, and given an opportunity to make response to, any adverse material about the employee which the employer intends to take into account in a decision to terminate the employment upon or before the expiry of the period of probation.
21.3 Any second or subsequent fixed-term contract, with the same employer, shall not contain a probationary period.
Probationary Procedures. 21.1 Probationary procedures for academic and professional staff shall be those set out in the HR Resource Library as varied from time to time. If the University seeks to significantly change entitlement to substantive protections or change the overarching principles which apply to the probationary policy, then the University will consult with the NTEU about the proposed changes.
21.2 Full-time, part-time and fixed-term employment may contain a reasonable probationary period that is directly related to the nature of the work to be carried out under the contract. As a condition incidental to employment on probation, an employee shall be advised of, and given an opportunity to make response to, any adverse material about the employee which the employer intends to take into account in a decision to terminate the employment upon or before the expiry of the period of probation.
21.3 Any second or subsequent fixed-term contract with the University, shall not contain a probationary period.
Probationary Procedures. 6 The probationary procedure as set forth herein shall provide an employee with assistance 7 through consulting, counseling, and providing other resources as may be utilized in the 8 improvement of performance relating to the instructional program. If it becomes necessary 9 to place an employee on probation, such action shall be in accordance with the Evaluation 10 Procedure as contained in this Agreement. Such probationary period shall be from not 11 later than February 1 to no later than May 1 of the same year. The probationary process is 12 to be implemented and completed within this time frame. In carrying out the probationary 13 procedure, the following steps shall be followed:
Probationary Procedures. A. This Section does not apply to replacement employees nor to provisional employees.
B. Within five (5) days of the delivery of a probationary letter, the principal or other evaluator shall hold a conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken.
C. During the probationary period the principal or other evaluator shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The provisions of Section 4 B 1) and 2) above, shall apply to the documentation of evaluation reports during the probationary period.
D. The probationary employee shall be removed from probation at any time he/she has demonstrated improvement to the satisfaction of the principal or other evaluator in those areas specifically detailed in his/her notice of probation. In this event, a statement will be attached to the probationary letter indicating the employee has successfully met the conditions of probation.
E. Beginning with the probationary period, an employee may have an Association representative present during conferences held pursuant to this Section.
Probationary Procedures
