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Employee Relations > Probation

Probation is a trial period in which employees demonstrate their ability to perform the duties and responsibilities of their positions.

Specific guidelines for nonexempt employees:

  • All newly hired nonexempt employees shall serve a six-month probation period. 
  • Upon the successful completion of probation, the nonexempt employee receives a salary increase. 
  • During the probation period, the supervisor, with written notification to the Office of Human Resources, may separate the employee without reason at any time with a two-week written notification. An employee has the right to appeal the rejection within five workdays of receipt of the written notification on grounds of procedural deficiency. 
  • Under certain circumstances as described in VII-1.21 – USM Policy on Probation for Regular Nonexempt and Exempt Staff Employees, a promoted, transferred, or reinstated nonexempt employee may be placed on probation. In such cases, the employee may only be separated with cause and a 30 calendar day written notification. 
  • Upon the request of the supervisor, the Vice President of Human Resources or designee may extend an original or status change probationary period for a period an additional six months.
  • Nonexempt employees who have completed a probation period will not be required to serve a new probation period when transferring to the same position in a different department

Specific guidelines for exempt employees:

  • Newly hired exempt employees shall serve a probation period of one year. 
  • Under certain circumstances described in VII-9.01 Policy on Vesting of Certain Rights Upon Implementation of Phase II Exempt of the USM Pay Program, promoted employees shall also be required to serve a one-year probation.
  • During the probation period, the supervisor, with the approval of the Vice President of Human Resources, may reject an employee without reason provided there is 30 calendar day notification and the notice occurs at least 30 calendar days prior to the expiration of the probation period. In such cases, the employee has the right to appeal the rejection within five working days of receipt of the written notification on grounds of procedural deficiency. Information on appeals may be obtained from the Office of Human Resources.