End of Probation Evaluation
The Probation periods allow us to ensure a new hire is a good fit for the role and the NMSU culture. At the same time, employees can have a better feel for the workplace and the choice they’ve made. Performance reviews are an excellent way to end the probation period and help establish a path for employee growth.
Reference: Administrative Rules and Procedures, 9.01 – Staff Probationary Period
PART 1: PROBATIONARY PERIOD-REGULAR EMPLOYEES
A. Probationary Status:
The probationary period is an essential part of the employment process and is used as an assessment period for employees and supervisors. Probationary employees have no entitlement or expectation to continued employment during the probationary period. During the probationary period, an employee may be terminated with or without cause and without recourse to the pre- or post-action grievance procedures, except in cases alleging discrimination. Probationary employees may be terminated after having obtained approvals from the assistant vice president for human resource services and the appropriate dean or vice president. A probationary employee may also resign without notice at any time during the probationary period.
B. Length of Probationary Period:
The length for each probationary period served is the first 6 months of employment with NMSU for regular nonexempt employees, and the first 12 months of employment with NMSU for regular exempt employees. Time served in a non-regular hire status does not apply towards completion of the initial probationary period.
Prior to completion of the probationary period, the supervisor must complete the Performance Evaluation Form and forward it through channels to Human Resource Services (teamhrs@nmsu.edu) for inclusion in the employee’s personnel file. For non-exempt employees, a Personnel Action Form should accompany the evaluation form if the employee is a new hire.
If you already established goals for the employee at the time of hire (using the Goal Planning Form) you can include those on the end of probation Evaluation Form, as well as establishing new goals for the remainder of the calendar year.
Extension of Probationary Period
The director/department head may exercise discretion to request an extension of the initial or subsequent probationary period when an employee’s performance demonstrates a need for additional time to acquire the skills required for the job. Requests to extend a subsequent probationary period should be submitted in writing to the Office of People Relations two weeks prior to completion of the probationary period, supported by a performance evaluation.
Tools
Performance Evaluation Form
Use this form when electronic system is not active, such as end of probation, or transfer or other times when evaluation is needed.