Probationary employees are given a written evaluation of their performance, along with any recommendations for improvement, at the end of their first 90 days of probation. The 90-day performance review meeting must be documented, signed by the supervisor and the employee, and placed in the employee's official personnel file. The Probationary Evaluation Form is attached to the Template and Behavioral Elements and presented together to the employee. Not all standards must be fully met during the first 90 days, although supervisors should assess if reasonable progress is being made toward the performance standards required of the position.
Attendance is considered a behavioral element.
DHMH Personnel Services Administration recommends that each appointing authority establish a process that will be fair, timely, reasonable, and accurate. A Performance Improvement Plan may be used at any time when the supervisor feels it would provide meaningful guidance and direction to the employee, but should only be used when accompanied by a Letter of Counseling. It is not considered a formal disciplinary action as such, but rather an extension of a Letter of Counseling. Formal disciplinary action may be necessary later, however, if the corrective action defined in through this counseling process does not occur. First and foremost, essential job functions should not be written to discriminate against a person with a disability who, with a reasonable accommodation, would be otherwise capable of performing the job.