ASSESSMENT PERIOD

A. An Assessment period is a ninety-day (90) period established as a result of an organizational transition.  It should be used when a non-bargaining unit employee is promoted, demoted, transferred, returns from a leave of absence of three (3) months or more (excluding FMLA), and for retention or selection.  If there is an established departmental orientation period, then the assessment period will be the length of the orientation period or ninety (90) days, whichever is greater.  An employee may be laid off during the assessment period if the performance standards established by the department are not being met.  The assessment period can be extended with consultation from the Office of Employee & Labor Relations.

PROCEDURE FOR ASSESSMENT PERIOD

If an employee is not meeting the performance standards established by the     department, the following criteria apply:

1. The employee will be laid off at the end of the assessment period or earlier with a two (2) week notice or pay in lieu of notice.  An employee laid off during the assessment period will be eligible for rehire.

2. The department and the employee may mutually agree that the employee will be laid off from the positions within or beyond the assessment period.

3. During any assessment period an employee may bid on other jobs and be considered for promotion or transfer.  Consideration will be based on the employee’s credentials for the position for which they are bidding.  If the employee is selected, that employee will begin a new assessment period upon transfer.

4.   During a layoff period, which is up to one year, the employee is eligible to bid on posted job vacancies.