Introductory Period Review Process Supervisors/Managers' Check List For New Staff Members

Preparing for the selection process

• Review the position description for accuracy. Make sure that the position description outlines the current job responsibilities.
• Develop performance expectations that will meet the needs for the position and departmental goals.
• Communicate the defined job responsibilities, goals, projects, and performance expectations to candidates.

First week of employment

• At the time of hire, provide the new staff member with a copy of his/her position description.
• Establish written performance expectations for goals, projects, responsibilities for the position. Document performance expectations on the Introductory Period Performance Plan.
• Meet with the new staff member to discuss the job responsibilities, performance expectations, policies and procedures, and the Introductory Period Review Process. Supervisor/manager and staff member should date and initial the Introductory Period Performance Plan.
• Ensure that new staff member receives the appropriate orientation to the University, school/center and department.
• Give a copy of the Introductory Period Performance Plan, with the completed performance expectations to the staff member.

During the Introductory Period Review Process

• Meet with the staff member regularly to discuss performance and provide constructive feedback as to whether s/he is meeting the expectations for the position.
• If there are persistent problems, discuss them with your manager and consult with Staff and Labor Relations by calling 898-6093.

Completing the Introductory Period Performance Plan

• Complete all sections of the Introductory Period Performance Plan.
• Discuss staff member's progress (including problem areas) with the appropriate individuals (manager, school/center Human Resources person and/or Staff and Labor Relations) in preparing for the review.
• Consult with Staff and Labor Relations if an extension is needed or if a decision has been made to terminate staff member.
• If a decision has been made to terminate the staff member at the end or during the introductory period, s/he must be given a termination letter.
• If extension is granted, give staff member a letter which indicates that the introductory period has been extended, date of the extended period and outline the performance areas that need further improvement.
• Obtain the required signatures. Give a copy of the Introductory Period Performance Plan to staff member and send the original to the Division of Human Resources/Staff and Labor Relations.
• If the staff member has successfully completed his/her introductory period, provide the staff member with revised performance expectations, if necessary, for the remainder of the performance appraisal cycle.
• For the remainder of the performance appraisal cycle, identify and discuss with staff member 3 -5 key competencies that are vital to the success of the position or identify competencies for further development.