The probationary period serves as an extension of the selection process and is also an essential component of new employee onboarding. The purpose of the probationary period is for supervisors to help employees successfully perform the duties and responsibilities of the position and to allow time for the supervisor to verify that the new employee can satisfactorily meet performance expectations before granting ongoing status. The probationary period also provides time for the new employee to experience the University, the department, and the position, and to determine whether the position meets the employee’s expectations. Additionally, this time allows new employees to show that they possess, or are able to acquire, the necessary skills to successfully perform the duties of the position for which they were hired.
This policy applies to full- or part-time University Staff employees. This policy does not apply to employees hired into temporary employee positions.
This policy outlines the University’s policy regarding the support, training and assessment of university staff employees during their probationary periods.
A probationary period may be extended only in specific circumstances where there has not been an adequate opportunity to evaluate the employee in significant aspects of job performance. Prior to the probationary period expiration, the division may extend the probationary period by a time increment not to exceed one year. All extensions, except due to absence, must be approved by the Office of Human Resources (OHR) prior to the extension occurring. A probationary period may be extended for any of the following reasons:
Employees who began but had not yet completed an original, permissive, promotional, manager/supervisor, or career executive probationary period under the classified civil service at UW–Madison before July 1, 2015 shall retain all the rights, responsibilities, and privileges afforded under the relevant policies (e.g. Wis. Stat Ch. 230, ER-MRS 13, ER-MRS 14, ER-MRS 15, ER-MRS 16, ER-MRS 17, and ER-MRS 30) until such time as either permanent status is achieved, or the probationary period is ended.
|Office of Human Resources (OHR)||