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Probationary Period JMU Policy 1322

The probationary period is an introductory period of employment that allows the employee and JMU to determine if the employee is suited for the job. During the probationary period, employees may be terminated with or without cause, and without access to the State Grievance Procedure.

Employees who are hired/re-hired into a classified position must serve a 12-month probationary period, effective from the date of employment/re-employment. Employees who have completed a probationary period during their current employment, and who begin a new classified position with no break in service, are usually not required to serve a new probationary period.

The normal probationary period is 12 months; however, probationary periods may be extended for up to six additional months for performance reasons, if an employee is absent for an extended period, or if an employee moves to another position within the last six months of the 12-month period.

Probationary reviews are conducted at three, six, and nine months, and three weeks prior to completion of the probationary period. Employees may be rated as a Contributor or Below Contributor during their probationary period.

Employee Work Profile (EWP)

The position description identifies the essential core responsibilities and measures of the position. Core responsibilities are the job duties that are important to the type of work performed by an employee and remain relatively consistent during the performance cycle. Measures are observable performance and behavioral outcomes that define success. The position description also identifies any special assignments for the employee and communicates overriding departmental values expected for all department employees.

The employee's supervisor creates the position description in PositionLink when a new position is established. It is updated by the supervisor when a new employee is hired into the position, and when job duties and responsibilities change. It is also reviewed for accuracy throughout the year and should be updated any time there are changes to the job. It is common to update the position description during the performance evaluation process.

Performance Evaluation Process JMU Policy 1305

Formal performance evaluations serve as an effective feedback tool to help the employee identify performance strengths and areas in need of further development. It may also enhance communication between employees and supervisors. The performance review period for non-probationary, classified employees is an annual cycle and runs each year from October 25 to October 24.

Supervisors review position descriptions at the beginning of the cycle. The position description is the basis for evaluating employee performance throughout the entire performance cycle.

The supervisor rates the employee's performance toward the end of the review period by comparing actual performance to the measures indicated in the position description. Non-probationary employees receive an overall performance rating of Extraordinary Contributor, High Contributor, Contributor, Moderate Contributor, or Below Contributor. The assessment of the performance evaluation form is used for both the employee self-evaluation and the annual performance evaluation. In conjunction with the performance evaluation, an Individual Professional Development Plan (IPDP) is created. The employee and the supervisor use this form to record the employee's current training desires, and short and long-term career goals. It is a written plan for developing knowledge, skills and competencies that support both the organization's objectives and the employee's needs and goals.

Salary increases for performance (merit increases), if funded, are typically effective November 25 of each year or at a time determined by the General Assembly.


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