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HomeMy WebLinkAbout2-50 Probationary Period Cape Breton Regional Municipality Human Resource Services Policy Category: Recruitment and Selection Number: Page: 2-50 1 of 4 Date: March 6, 1996 Approved By Council: August 20, 1996 Reviewed: March 21, 2005 Probationary Period It is the policy of the Cape Breton Regional Municipality to ensure that a period of probation for employees appointed to municipal positions as a result of competitions, promotions, transfers, or reclassifications, is implemented. 1.0 Objectives 1.1 The objectives of this policy are to: a. ensure that measures are taken to evaluate a new employee's performance in a position prior to permanent employment or the performance of a permanent employee who has been promoted or transferred to a new position b. encourage fair and uniform treatment of all employees with respect to probation c. impart a better understanding of the principles and objectives of the probationary period in the municipality 2.0 Responsibilities 2.1 The Council will approve the Probationary Period Policy. 2.2 The Management Committee, which will comprise of the CAO, Administrators and Directors will: a. review, amend, and approve modifications to the Probationary Period Policy 2.3 The Director of Human Resources will: a. implement, oversee, and maintain the Probationary Period Policy b. recommend to the Management Committee changes to the Probationary Period Policy where considered appropriate c. assist department heads in the preparation of reports pertaining to the Probationary Period Policy Probationary Period Probationary Period Number 2-50 Page 2 of 4 2.4 Department heads will: a. implement, in consultation with the Director of Human Resources, the program of probation within the department b. prepare probationary assessments for employees under their direct supervIsIon, III accordance with the program of probation in the municipality c. explain to employees the operating details and purpose of the Probationary Period Policy d. recommend any changes desirable or necessary for more effective operation of the probationary period program 2.5 The managers or supervisors will: a. prepare probationary reports for those employees under their direct supervision b. convey to those employees details of the operation and the purpose of the Probationary Period Policy c. recommend to the department head any changes necessary in the Probationary Period Policy 3.0 General Provisions 3.1 Probationary Period: is a period of time in which an employee's work is closely monitored in order to determine whether he/she is suited for the position for which he/she was hired. a. All permanent appointments in the municipality will be subject to a period of probation which will consist of six months following appointment. b. The Probationary Employee Report will be completed by the direct supervisor. c. The supervisor will meet with the employee on at least two occasions during the probationary period to review performance in the position. In the case of an unsatisfactory review, the supervisor will consult with the employee to provide him/her an opportunity to rectify any unsatisfactory performance factors. The supervisor will provide assistance to the employee where necessary. A Probationary Employee Report will be completed (Appendix A) on each occasion and submitted to the Human Resource Department. d. On completion of the probationary period, a final Probationary Employee Report will be completed (Appendix A). This will indicate one of the following decisions respecting the employee: . confirmation of permanent appointment . termination of employment with reasons clearly stated to the employee Probationary Period Number 2-50 Page 3 of 4 e. In the event of unsatisfactory performance rating, the Department Head will be notified and the following action will be taken: . Termination: a) The Department Head and the immediate supervisor will meet with the employee and where applicable union representatives. At the meeting, the employee will be provided in writing with a letter detailing the reasons for the dismissal. A copy of the letter will be retained in the employee's personnel file. b) The immediate supervisor will complete a Separation Form for the employee. This will be forwarded to the Human Resource Department. f. During the probationary period, the immediate supervisor is responsible for ensuring that the employee is aware of performance problems. Probationary Period Probationary Period - APPENDIX A Number 2-50 Page 4 of 4 Probationary Employee Report Rate the employee in each of the following categories (1 =poor; 5=outstanding): Poor Satisfactory Outstanding Job knowledge 1 2 3 4 5 Quality of work 1 2 3 4 5 Quantity of work 1 2 3 4 5 Development/progress 1 2 3 4 5 Dependability 1 2 3 4 5 Initiative 1 2 3 4 5 Co-operation 1 2 3 4 5 Conduct 1 2 3 4 5 Team member 1 2 3 4 5 Interpersonal skills 1 2 3 4 5 Attitude toward job 1 2 3 4 5 Safety consciousness 1 2 3 4 5 Punctuality 1 2 3 4 5 Attendance 1 2 3 4 5 Overall Rating 1 2 3 4 5 Comments: It is recommended that this employee be elevated to permanent status. Yes _ No NA Employee's Signature Supervisor's Signature Date Position T\ I . Confirmation letter to employee: ~ ~199 _ Termination/transfer letter: ~ ~199 _ Payroll Advised (where applicable): / /199 Signed: Date: