The scenario is you have a new hire employee who at the end of their original 6 months probation is working at a needs improvement level. How should you handle this situation as the supervisor?
The regulations state the following: K.A.R. 1-7-3 (b) Before the end of the probationary period, the appointing authority shall provide the director with results of a performance review for the employee. If the overall performance review rating given to a probationary employee before the end of the employee’s probationary period is unsatisfactory, the employee shall not be granted permanent status. The performance review ratings required by this subsection shall not be required to occur within the time period established in K.A.R. 1-7-10 (a)(3). K.A.R. 1-7-3 (d) Any probationary employee, other than an employee on probation due to a promotion from a position in which the employee had permanent status, may be dismissed by the appointing authority at any time during the probationary period. K.A.R. 1-7-4 (a) Each new hire and each rehire made on a basis other than reemployment or reinstatement who is employed in a regular position shall be subject to a probationary period of six months. T
Related Questions
- As a new employee of less than six months (still on original probation) and have been granted approval to apply for another position, how will my transfer effect my probation period?
- A new employee of less than six months (still on original probation) has been granted approval to apply for another position, how will a transfer affect his/her probation period?
- Can I hire a new employee as non-benefits eligible, full-time for 6 months?
