University Policy
Introduction
Purpose
This probationary period serves as an extension of the selection process, providing time for new employees to adjust and supervisors to ensure new employees can satisfactorily meet performance expectations and perform essential job functions. This policy applies to all individuals receiving initial SHRA appointments to part-time or full-time, permanent or time-limited positions.
Scope
All new part-time and full-time SHRA permanent and time-limited employees will serve a probationary period of 12 months from their effective hire date before attaining career status.
Employees in their probationary period receive leave, total state service credit, retirement and health benefits. They are not eligible for severance pay or priority re-employment consideration.
Employment in a temporary appointment may not be credited toward the probationary period.
Policy
Policy Statement
Employees Not Required to Serve a Subsequent Probationary Period
Once an employee's 12-month probationary period is satisfied and career status is attained, a new probationary period shall not be required if the employee experiences any of the following changes:
- promotion
- transfer
- demotion
- reinstatement after leave of absence
- layoff priority re-employment with less than a 31-day break in service
- reassignment
- return of a policy-making/confidential exempt employee to a non-policy-making position
If any of the above changes occurs while an employee is serving a probationary period, the satisfied portion will be credited toward the new assignment. The employee will then be required to complete only the remaining portion of the probationary period.
Employees transferring from a local government entity subject to the State Human Resources Act who have already attained career status are not required to serve another probationary period, provided there is no break in service greater than 31 days.
Employees Required to Serve a Subsequent Probationary Period
A former SHRA employee who has had a break in service greater than 31 days must serve a new 12-month probationary period. Periods of extended leave of absence with or without pay do not suspend or increase the duration of the probationary period beyond 12 months.
Employees transferring from a local government entity subject to the State Human Resources Act who have a break in service greater than 31 days between their local government employment and the University will be required to work a new probationary period of 12 months before career status is attained.
An employee in layoff priority status may be required to serve a new probationary period if the employee returns to work after a break in service greater than 31 days. The employee must work another 12-month probationary period before career status is attained.
Performance Management and Probationary Dismissals
Refer to the Employee Performance Management and Appraisal Policy and the SHRA Disciplinary Action Policy for information regarding applicable appeals rights for probationary employees.
Probationary employees are not subject to or protected by the successive disciplinary steps required for career status employees.
Refer to the University System SHRA Employee Grievance Policy for information regarding applicable appeals rights for probationary employees.
Section 126-1.1 of the State Human Resources Act aligns SHRA employees' probationary period with career status.
Related Requirements
External Regulations and Consequences
University Policies, Standards, and Procedures
Contact Information
Office of Human Resources
104 Airport Drive, CB #1045
Chapel Hill, NC 27599
(919) 843-2300
hr@unc.edu