New-hire probationary period:

The first six months of employment is the new-hire probationary period. An alternate probationary period may be established for select positions as recommended by the Department Director and approved by the Director of Human Resources. 

During this period, employees will become familiar with the City and job responsibilities. Likewise, supervisors will have the opportunity to monitor the quality and value of performance and make any necessary adjustments in the job description or responsibilities. 

Throughout the probationary period, the supervisors will review the new employee’s work to determine if the performance meets the requirements for continued employment. If the new hire is not performing to standards, the supervisor is expected to work with and counsel the employee on deficiencies, and when warranted or appropriate, document such counseling.

Internal movement probationary period:

All employees promoted, demoted, or transferred from one job with the City to another will undergo a six-month internal probationary period. During this period, employees will continue to receive City benefits for which they are eligible. 

Employees who do not meet the requirements necessary to remain in the new position during the internal probationary period will be returned to their prior position if it remains vacant and is approved by the appropriate Department Director. The employee may also be placed in a similar position if a vacancy exists and he meets the minimum qualifications for the position. If there are no available vacant positions within the City for which the employee qualifies, once approved by Department Director and the Director of Human Resources, the employee may be dismissed.

Extensions of all probationary periods:

A probationary period may be extended as deemed appropriate by the Department Director. Notice of a probationary period extension shall be provided to the employee and Director of Human Resources, generally prior to the expiration of the initial probationary period. An extension may not exceed six months beyond the expiration date of the initial probationary period. 

Dismissal from employment during new-hire probationary period: An employee may be dismissed without cause during the new-hire probationary period. Dismissal must be approved by the Department Director and the Director of Human Resources. Employees in a new-hire probationary status may not grieve dismissal from employment.