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 introductory period, the supervisor should meet with the employee to review the employee's performance.

Prior to the conclusion of the extended introductory 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 introductory period, his or her supervisor shall advise HR in writing. HR will then notify the employee that he or she has completed the introductory 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 introductory 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.

RELATED POLICIES:

Promotion and Transfer Policy

Recruitment and Hiring Policy