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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 (6)-month probationary period. 
  • Upon the successful completion of probation, thenonexempt employee receives a salary increase. 
  • During the probationary period, the supervisor, with the approval of the department head and 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 (5) 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 NonexemptEmployees (7/12/1996), 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 thirty (30)-calendar day written notification. 
  • Upon the request of the Department Head or designee, the Director of Human Resources or designee may extend an original or status change probationary period for a period an additional six (6) months.
  • Nonexempt employees who have completed a probationary period shall not be required to serve a new probationary period when transferring to the same position in a different department

Specific guidelines for exempt employees:

  • Newly hired exempt employees shall serve a probationary period of one year. 
  • Under certain circumstances described in Policy VII-9.01 on Implementation of Phase II-Exempt of the USM Pay Program (January 2 and January 12, 2000), promoted employees shall also be required to serve a one (1)-year probation.
  • During the probationary period, the supervisor, with the approval of the Director of Human Resources, may reject an employee without reason provided there is thirty (30) calendar day notification and the notice occurs at least thirty (30) calendar days prior to the expiration of the probationary period. In such cases, the employee has the right to appeal the rejection within five (5) 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.