establish written performance expectations and goals for the employee while he or she is in the position and identify criteria to be used to assess the employee's performance.

• Throughout the probationary period, an employee's supervisor shall meet regularly with the employee to discuss the employee's performance and provide constructive feedback regarding whether the employee is meeting expectations or whether additional training is needed. The supervisor's feedback shall be recorded in writing.
• Prior to the conclusion of the probationary period, an employee's supervisor shall determine if the employee's performance warrants continued employment in the position. The supervisor's determination shall be recorded in writing, and he or she shall send written notice to the Office of Human Resources (HR).
• If an employee's performance is satisfactory by the conclusion of the probationary period, his or her supervisor shall advise HR in writing. HR shall then notify the employee that he or she has completed the probationary period and that he or she is now permitted to use accrued vacation leave.
• If an employee's performance is not satisfactory by the conclusion of the probationary period, his or her supervisor must contact HR and take appropriate action. After consulting with HR, the supervisor may take one of the following actions:
• Extend the Probationary Period by Up to 90 Days. If an employee shows potential but has not performed satisfactorily, his or her supervisor may, upon discussion with HR, extend the probationary period by up to 90 days. HR shall send the employee written notice that his or her probationary period is being extended and advise him or her that another evaluation will be conducted prior to the conclusion of the period. The employee's supervisor shall then work with the employee to establish new performance goals and address the employee's deficiencies.

The supervisor shall record all goals and performance expectations in writing. During the extended probationary period, the supervisor should meet with the employee to review the employee's performance.

Prior to the conclusion of the extended probationary period, the supervisor must conduct a final evaluation of the employee and notify HR of his or her determination in writing. If an employee's performance is satisfactory by the conclusion of the extended probationary period, his or her supervisor shall advise HR in writing. HR will then notify the employee that he or she has completed the probationary period and that he or she is now permitted to take accrued vacation leave. If the employee's performance is not satisfactory, the supervisor must recommend termination of employment to HR.

• Termination of Employment. If the employee demonstrates significant performance issues during the probationary period and is not likely to improve, his or her supervisor may recommend termination to HR. The supervisor, HR, and a member of the Office of General Counsel shall then meet to discuss the employee's performance and determine whether termination is appropriate. If termination is deemed appropriate, HR shall draft a letter of termination, and the supervisor and an HR employee shall meet with the employee to discuss termination of his or her employment.

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