D.C. Mun. Regs. tit. 22, r. 22-B8203

Current through Register Vol. 71, No. 49, December 6, 2024

Rule 22-B8203 - PROBATIONARY PERIOD

8203.1

Policy: The PBC shall provide an appropriate period for employees to demonstrate their ability and potential to succeed in a new position. During this period, employees are subject to enhanced scrutiny as to their performance, attitude and ability to follow the rules and regulations of the organization. The following policy shall apply to the probation period:

(a) The probationary period is six (6) months for full-time employees and nine (9) months for part-time employees, exclusive of time lost for sickness and excused absences. Employees represented by a union should refer to their collective bargaining agreement for information regarding probationary periods;

(b) During the probationary period, employees are evaluated on their performance and behavior on the job;

(c) A manager shah complete a formal performance review no less than every two (2) months prior to the end of the probationary period. A final review shall be forwarded to Human Resources at the conclusion of the probationary period; and

(d) An extension by the manager of the probationary period for any employee shall be discussed with their divisional administrator and the Human Resources at least thirty (30) days prior to its completion. A written extension is provided to the employee prior to the end of the probationary period indicating the time frame for the extension, with a copy sent to Human Resources. Extensions may be made for up to three (3) additional months. An additional probationary period may be required for employees moving from a non-supervisory position to a supervisory position.

8203.2

Managers with employees covered by union contracts should review the portion of the applicable contract relating to probationary periods and ensure that a decision to retain or discharge a new employee is made prior to the end of that period. Human Resources must be consulted at the same time. The decision about whether to continue the employee shall be communicated to that employee and the union as required prior to the end of the probationary period.

D.C. Mun. Regs. tit. 22, r. 22-B8203

Final Rulemaking published at 45 DCR 7353, 7360 (October 9, 1998)