9.1 Probationary Period
All new appointees (except for casual and student employees) shall be on probation for a period of six (6) months from the date of commencing duties in a position. During the probationary period, an appointee shall be entitled to all applicable rights and benefits of this Collective Agreement, except a probationary employee may be discharged for unsuitability.
9.1.1 Assessment of Performance While on Probation
An employee must be evaluated during their probationary period. Throughout the probationary period, management will provide timely and constructive feedback to the employee no later than the mid-point (3 months) of the probationary period that is relevant to meeting the requirements of the position. Performance must be discussed with the employee and necessary improvements will be provided to the employee in writing.
Term employees, who successfully bid into the same position on a permanent basis, must complete the balance of their probationary period.
At the discretion of the Employer, the probationary period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. In the event this happens, the employee and the Union will be notified prior to the extension.
When employees are reappointed to the same position after a break in service of sixty (60) days or less, the Employer may agree to waive some or all of the probationary period.
9.2 Transfer During Probationary Period
An Application to Transfer during a probationary period will be allowed in accordance with Article 8, but the right of making such application will be subject to the following conditions:
A probationary employee can be terminated at any time during the probationary period regardless of whether the employee has made Application to Transfer.
Effective the date of transfer a new probationary period will commence.
If the employee is not successful in the new probationary period there will be no reversion rights to the original position.
9.3 Assessment Period
A permanent employee who is appointed into a vacant position (under Article 12.1.5), bumps, recalled or accepts a transfer or promotion shall be subject to an assessment period of three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee.
A recurring relief or term employee who accepts a transfer or promotion and who has previously completed a probationary period shall be subject to an assessment period of three (3) months, during which time performance will be appraised. Such appraisals will be discussed with the employee.
At the discretion of the Employer, the assessment period may be extended by the cumulative length of any period(s) of absence from work for more than five (5) consecutive days. The assessment period may be extended for a period up to three (3) months by mutual agreement of the Employer and the Union. The employee will be notified of any extension(s).
In the case of a permanent employee who accepts a transfer or promotion, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, the employee shall be returned to their former position, subject to any increment which normally would have been received had the employee remained in that position. During the assessment period, an employee may return voluntarily to the employee's former position without penalty.
Notwithstanding the above, an employee who accepts a transfer or promotion and who reverts during an assessment period shall always have the right to revert to their former position which may, in turn, displace an employee who has completed a probationary or assessment period, and this displaced employee also shall have the right to revert or to be laid off as appropriate. In the event the former position has since been eliminated, the employee shall be entitled to the applicable rights under Article 12.
|A permanent employee appointed into a vacant position or bumped into an encumbered position as a result of a layoff (under Article 12.1), and who does not successfully complete the assessment period, will be provided termination and severance as outlined in Article 12.1.4. However, if the permanent employee’s prior position was a term position, the permanent employee shall receive pay in lieu of notice as per The Saskatchewan Employment Act.|
In the case of a non-permanent employee, at the end of the assessment period, if the employee has not performed satisfactorily, or at any time during the period when it becomes clearly evident that the employee does not meet performance expectations, employment will be terminated.
9.3.1 Appraisals During Assessment Period
Throughout the Assessment Period, management will provide timely and constructive feedback that is relevant to meeting the requirements of the position. At a minimum, this will occur at the mid-point (1.5 months) of the Assessment Period and necessary improvements will be provided, in writing, to the employee.