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Email: hr@wju.edu
Phone: 1-304-243-8152


Employment: Probation


SECTION: HR - Employment NEXT REVIEW DATE: July 2017
APPROVED: June 2011 REVIEWER: Director of Human Resources
APPROVED BY: William C. Rickle, S.J. REVISION DATE: July 2016
  REVISION NUMBER: 2

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1.0 PURPOSE

Supervisors will assess the performance of all new hired, transferred, or promoted employees to ensure that there is an acceptable level of performance and compliance with the job description and the University's mission and goals.

2.0 POLICY STATEMENT

2.1 All employees will have an initial probationary, or evaluation, period of ninety (90) calendar days beginning with the date of hire, transfer, or promotion.

2.2 All employees will be formally evaluated at the conclusion of that ninety (90) day period of employment in, transfer to, or promotion to, a new position.

2.3 New Hired Employees

2.3.1 In the event of unacceptable performance, deemed "did not meet objectives", at any time during this probationary period a new employee may be terminated.

2.3.2 The new hire probationary period may be extended an additional thirty (30) calendar days when performance is deemed "achieved some objectives; needs improvement". Such extension is by mutual agreement of both the supervisor and Human Resources. An additional evaluation will be required at the conclusion of that extension.

2.3.3 The final evaluation must be "achieved objectives" for an individual to be granted regular employment. An individual who fails to "achieve objectives" either at the conclusion of the initial probationary period or at the conclusion of the extension will be terminated.

2.4 Transferred / Promoted Employees

2.4.1 In the event of unacceptable job performance, deemed "did not meet objectives", at any time during this probationary period a transferred or promoted employee may be returned to his / her prior position if such position remains open. The employee may be placed in any other open position in the University for which the employee is qualified if his / her prior position has been filled. The employee will also be returned to the appropriate rate of compensation. If there are no open positions the employee may be terminated.

2.4.2 The transferred or promoted employee probationary period may be extended for an additional thirty (30) calendar days when performance is deemed in to be "achieved some objectives; needs improvement". Such extension is by mutual agreement of both the supervisor and Human Resources. An additional evaluation will be required at the conclusion of that extension.

2.4.3 Should the final evaluation be anything but "achieved objectives", the employee will be either returned to his / her prior position or any other open positions in the University for which the employee is qualified if his / her prior position has been filled. The employee will also be returned to the appropriate rate of compensation.

2.5 Evaluation Instrument

2.5.1 The new, transferred, or promoted employee will be evaluated using either the standard performance evaluation instrument as a guideline focusing exclusively on the "Review Essential Functions of the Position" section or a similar instrument designed to achieve the same results.

2.6 Job Descriptions

2.6.1 All new, transferred, or promoted employees must be reviewed on the relevant job description and acknowledge receipt by signing the job description on their first day in the position.

2.6.2 All job descriptions will be retained in Human Resources for reference.

2.7 At-Will
Nothing contained within this policy shall change an employee's at-will status or otherwise limit the University's right to terminate employment at will.

3.0 AUTHORIZATION

The Director of Human Resources has the authority to change, modify or approve exceptions to this policy at any time with or without notice and with the approval of the University President or designee.

4.0 ATTACHMENTS

Performance Evaluation Policy



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