OKDHS - OAC 340:2-1-28. Probationary or trial period, classified service

340:2-1-28. Probationary or trial period, classified service

Back

|

Next

Revised 7-1-10

(a) Probationary period upon initial appointment. The probationary period for any appointed employee is one-year or until waived after the employee has served six months. The probationary period may not be extended beyond one year but may be adjusted, per Merit Rule OAC 530:10-11-36. An employee in a leave without pay status in excess of 40 working hours will have the probationary period adjusted equal to his or her leave without pay time in excess of 40 hours. • 1

(1) The probationary period is a working test period during which a classified employee is required to demonstrate fitness for the job family and level to which appointed. The decision to grant a probationary employee permanent status is based upon written evaluations, recommendations, or other pertinent information. Early award of permanent status is reviewed and approved at division level or designee. When permanent status is granted, the employee and OPM receive confirmation from the Human Resources Management Division (HRMD). • 2
(2) Services of an employee on probationary status may be terminated at any time. • 3
(3) Employee benefits are available to probationary employees in accordance with specific benefit policies.
(4) A change in shift assignment or significant change of duties of a probationary employee, in excess of 30 calendar days, requires prior approval of OPM.
(5) A probationary employee is not:
- (A) eligible for promotion or demotion;
- (B) eligible to apply for OKDHS job announcements until successful completion of the probationary period;
- (C) transferred from the original locality where appointed;
- (D) changed from part-time to full-time; and
- (E) transferred to a position in another job family.
(6) A probationary or permanent OKDHS employee may apply for a job through the OPM application system. If a job offer is subsequently made, the offer is to a new appointment and the employee is required to:
- (A) resign from the old position at the time of acceptance; and
- (B) serve a new one-year probationary period in the new position.

(b) Trial period upon promotion or transfer. A classified employee who is promoted or transferred to a different job family and level serves a six-month trial period in the job family and level to which the employee is promoted or transferred. The trial period may be waived in writing at any time.

(c) Trial period upon voluntary demotion. Voluntary demotion of a classified OKDHS employee requires a six-month trial period. The voluntarily demoting employee is notified in writing of a trial period prior to the effective date of the voluntary demotion. • 5 The trial period may be cancelled at any time.

(d) Failure to complete trial period. If an employee's performance does not prove satisfactory in the new job, the employee is reinstated to the former position or another in the same job family and level, at the salary the employee would have received if the promotion, demotion, or transfer had not taken place. The employee is provided written notice of the reason for failure to acquire permanent status in the job. • 4

(e) Interagency transfer or reinstatement. Permanent, classified employees of other Oklahoma state agencies may transfer in permanent status unless the selecting authority elects to require appointment as a reinstatement to include a probationary period as a condition of employment.

INSTRUCTIONS TO STAFF 340:2-1-28

Revised 7-1-10

1. It is critical that the immediate supervisor and the reviewing supervisor develop Form OPM-111, Performance Management Process (PMP), the accountabilities, to include tasks and performance standards and behaviors expected for successful performance in the assigned job family and level. Form OPM-111 is opened within the employee's first 30 duty days. The immediate supervisor must close out Form OPM-111 not later than 30 calendar days prior to completion of the probationary period.

2. When services are terminated during a probationary period, the appropriate senior administrator, division director, area director, or designee is responsible for notifying the employee and other relevant offices of the termination. This notice is delivered by personal service or sent certified mail to the last known address of the employee. A copy of the notice of termination is filed in the employee's personnel record.

3. When a determination is made that an employee's trial period is terminated and the employee returns to the previous job family descriptor (JFD), the current division director or designee advises the employee's previous division official of the decision and reaches an agreement on the employee's effective date of transfer, which must not be later than seven duty days from the notification date.

4. The demoting employee signs and dates the completed form to acknowledge the demotion, the change of salary, and the required trial period before assuming his or her new job family and level.

5. Before extending a job offer to an applicant from another state agency, the selecting official checks with the Human Resources Management Division for verification of the applicant's current job family and level, pay band, salary, and status.

Back

|

Next