For trial employment, the position is designated as casual. If the candidate is not appointed to the position, the department advises the Vocational Rehabilitation Counselor, in writing, of the reasons the candidate is not considered qualified and what essential functions the candidate is unable to perform. If the Vocational Rehabilitation Counselor concurs, the department then continues with the selection and appointment process as described in Policy 21 and Procedure 21 . When a current employee is appointed pursuant to Policy 81.C , Trial Employment, the current department designates the trial employment period as a personal leave of absence. At the end of the trial employment period, if performance is satisfactory and the position was intended to be a career position, the department changes the appointment to career status.
Recruitment is waived.
A Vocational Rehabilitation Counselor interviews any employee whose trial employment is unsuccessful to assess feasibility of further program assistance.