Probationary Period & Career Status for SHRA Employees

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 of Applicability

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 SHRA Performance Management Policy and the SHRA Disciplinary Action and Related Separations 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

Policy Contact
Address Phone Number Email
Office of Human Resources
104 Airport Drive, CB #1045
Chapel Hill, NC 27599
(919) 843-2300 hr@unc.edu

Details

Article ID: 131802
Created
Thu 4/8/21 9:17 PM
Modified
Thu 7/29/21 12:41 PM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
02/14/2017 12:00 AM
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor, Human Resources
Last Review
Date on which the most recent document review was completed.
02/14/2017 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
02/14/2017 12:00 AM
Origination
Date on which the original version of this document was first made official.
02/19/1975 12:00 AM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources