These include such actions as, but are not limited to, transfer or reassignment, change in work assignment and demotion. Such actions may be particularly appropriate for safety or hazardous material violations, deviation from standards of professionalism or research ethics, unacceptable behavior regarding smoking, drug use or sexual harassment policies. The determination of unacceptable behavior or unsatisfactory performance shall normally be made by the supervisor. The probationary period is for use when the introductory period has ended and an employee's performance or behavior has fallen below acceptable standards. The purpose of a probationary period is to provide a structured environment for constructive criticism and change.
Supervisors are responsible for determining and communicating the probationary status in writing.
Probationary status shall include a good faith effort to correct the performance deficiencies. A written description of expectations and necessary corrective actions will be provided to the staff member. The probationary period is normally thirty to sixty days, but may vary in length depending on the number of years of satisfactory prior service and the severity of the problem. The supervisor shall provide an evaluation of the performance during the probationary period to the staff member, with a copy for the official personnel file. The Board of Trustees authorizes the Chancellor to establish compensation policies for demotion.