8. Performance Related Personnel Actions. There are specific personnel actions for use in job performance related areas. The application of these policies is dependent on the individual situations as described below.
8.1 Introductory Period
8.1.1 Intent. All new PAT/AA and OS members in status positions serve an introductory period of six months. The intent is to provide the time needed to do a concentrated evaluation of the new employee's performance and to determine if the individual is able to meet the job requirements. (See also USY V.F.9.7)
8.1.2 Responsibility. Supervisors are responsible for setting forth job requirements, expectations and monitoring the staff member's progress in meeting the job requirements and expectations of the position.
8.1.3 Conditions
8.1.3.1 Initial Introductory Period. All rights and privileges of employment as defined by USNH policy are available to staff members during the initial introductory period with the exception of the use of the grievance procedure to appeal termination for inability to meet the requirements of the position.
8.1.3.2 Subsequent Introductory Period. Staff members who are promoted, demoted, or transferred and OS who are reclassified to PAT, will serve a subsequent six month introductory period and enjoy all rights and privileges accorded the non-introductory employee.
8.1.4 Length of Introductory Period for Newly Hired
8.1.4.1 Operating Staff will have their performance reviewed after three months. A performance review will again take place after five and one half months to determine suitability for continued employment. Thereafter, evaluations will be conducted annually and more often as otherwise needed.
8.1.4.2 PAT Staff and Academic Administrators will have their performance reviewed no later than the end of six months to determine suitability for continued employment and then annually thereafter. If more time is needed, a supervisor may request that the Human Resources Office extend the introductory period. Such extensions may be granted for a period no longer than one year from the date of initial appointment. By the end of the extension, another performance evaluation must be conducted.
8.1.4.3 Extension Educators will be given a one-year introductory period. If the staff member's performance is satisfactory at the end of the introductory period, the person will be given the opportunity to continue employment. No introductory period is required for Extension Educators promoted from one rank to another.
8.1.4.4 Principal Administrators are employed in an "at-will" capacity with annual performance evaluations.
8.2 Disciplinary Actions other than Probation & Termination
8.2.1 Disciplinary actions may be taken as a result of poor work performance or other unacceptable workplace behavior. Discipline may include oral or written warnings, reprimand, or suspension. Such disciplinary actions are not necessarily intended to be sequential.
8.2.1.1 Warnings. Oral or written warnings are given to inform the staff members of unacceptable behavior or unsatisfactory job performance and actions necessary to improve performance or behavior.
8.2.1.2 Reprimand. A reprimand is a written description of an unacceptable behavior or unsatisfactory job performance. It is placed in the official personnel file for the purpose of documentation. The reprimand may include a limit on the length of time that the document is in the file or it may become part of the next performance evaluation as appropriate.
8.2.1.3 Suspension. Suspension is an involuntary unpaid leave of absence ranging from one to five days depending on the severity of the offense. Written notification of suspension shall include the reasons for the action. Benefits for the employee will continue during suspension.
8.2.2 Personnel-related Actions. Depending on the type of violation other personnel-related actions may be appropriate. These include such actions as, but are not limited to, transfer or reassignment, change in work assignment and demotion. Such actions may be particularly appropriate for safety or hazardous material violations, deviation from standards of professionalism or research ethics, unacceptable behavior regarding smoking, drug use or sexual harassment policies.
8.2.3 Responsibility. The determination of unacceptable behavior or unsatisfactory performance shall normally be made by the supervisor. Prior to the initiation of a probationary period or termination, the supervisor must review the situation and options with the Human Resources Office.
8.3 Probation
8.3.1 The probationary period is for use when the introductory period has ended and an employee's performance or behavior has fallen below acceptable standards. The purpose of a probationary period is to provide a structured environment for constructive criticism and change.
8.3.2 Responsibility. Supervisors are responsible for determining and communicating the probationary status in writing.
8.3.3 Conditions
8.3.3.1 Supervisors shall consult the Human Resources Office prior to any communication of probationary status to the staff member.
8.3.3.2 Probationary status shall include a good faith effort to correct the performance deficiencies. A written description of expectations and necessary corrective actions will be provided to the staff member.
8.3.3.3 The probationary period is normally thirty to sixty days, but may vary in length depending on the number of years of satisfactory prior service and the severity of the problem.
8.3.3.4 The supervisor shall provide an evaluation of the performance during the probationary period to the staff member, with a copy for the official personnel file.
8.4 Demotion
8.4.1 Authority. The Board of Trustees authorizes the Chancellor to establish compensation policies for demotion. The campus Human Resources Office is delegated the responsibility for any personnel actions resulting in demotion.
8.4.2 Definition. A demotion is a personnel action which results in the involuntary change of a staff member to a lower pay range by assignment to another position or by reclassification (see USY V.C.8.2.2). Demotion of a staff member is not recommended for any individual who has not yet completed the initial introductory period. For salary assignment see USY V.F.8.5.
8.4.3 Service Credit. Staff members who are demoted to a different position, either within the same USNH institution or another USNH institution, will suffer no loss of years of service credit.
8.4.4 Eligibility for Evaluation. Staff members who are demoted will be evaluated after five and one-half months on the new job and annually thereafter.