Last Updated 02/2006
Applies to Staff
A newly hired employee’s first few months on the job are critical. Supervisors invest valuable time and effort into finding the best-qualified individual for their departmental needs. For the new hire this is a time of learning about the University, about the supervisor’s expectations, and about the duties of their new position. Training and feedback on progress and performance are crucial to a new employee’s success.
The first 90 calendar days of employment for new staff employees (non-exempt) are considered the Orientation Period. This is intended to provide new employees the opportunity to determine whether the position meets their expectations and to demonstrate their ability to achieve a satisfactory level of performance. Either the employee or the employer may end the employment relationship at any time during the Orientation Period, with or without advance notice.
- Newly hired, regular staff employees (non-exempt);
- Rehired, regular staff employees (non-exempt); and
- On-call and temporary employees hired into regular staff positions
Benefits during Orientation Period
All benefits are outlined on the Staff Employee Benefit Summaries located at:
Orientation Performance Review
The first 90 calendar days of employment serve as an orientation period for staff (nonexempt) employees. Supervisors should communicate regularly with new employees to assist in their transition and to assess their progress in learning the job duties. This communication sets the basis for the formal Orientation Review process which includes a review on or around the 45th day of the Orientation Period followed by another on or around the 80th day. The Orientation Review Form provides space for ratings and comments for both reviews and, once completed, should be forwarded to the Office of Human Resources for inclusion in the employee record. Information regarding the process and the form are available at:
Extending the Orientation Period
Occasionally a supervisor may need to extend the Orientation Period beyond the original 90-calendar day period. Examples when an extension might be warranted include:
- the need for an extended period of absence during the first 90 day period,
- job complexities that typically require longer than a 90 day training and evaluation period, or
- the inclusion of holiday breaks in the Orientation Period where no work is performed.
In such cases, the maximum extension is 90 calendar days and the extension must be communicated to the employee prior to the end of the first 90-calendar day period.
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