201.43 Probationary Period

Applies to: Regular Staff except those covered by the terms of a collective bargaining agreement

Issued by (dept.): University Human Resources
SPG number: 201.43

Department:

  • A staff member need not be considered for another position within the first six months of employment  

  • System-generated probationary period notifications are based on the date of hire

  • Automated notifications may not be sent if the employee has prior time in a role that does not count towards service as a regular employee.  The probationary period must be manually tracked by the unit in those circumstances.   

    • For example: time as a Research Fellow, House Officer, graduate student employee, clinical intern, Adjunct or Visiting Professor, and temporary employee is not regular employment and therefore does not count toward the 6-month probationary period for regular staff

  • A probationary period mid-point and ending notice is sent via eNotify to the Administrative Department HR Recipient

  • If the employee is not meeting the requirements of the position, supervisors are expected to provide coaching and feedback.  Corrective action should be taken before the completion of the probationary period. Assistance in handling this situation is available from the appropriate Human Resources office

  • If it is anticipated that employment will not be continued beyond the probationary period, supervisors are responsible for consulting with the appropriate Human Resources office to  initiate their unit processes for separation of employment

  • The probationary period form will be completed on or before the end of the initial six months in a regular staff appointment  

    • If employment will not be continued beyond the probationary period, the probationary period form and signatures are optional. A separation letter will be issued, and the rehire status and comments will follow the guidelines and will be communicated to the staff member in writing, typically in the letter

Human Resources:

  • Unit Human Resources:  Provide consultation to supervisor/manager and probationary period employee as needed.  Consult with their central HR office as needed 

  • Central Human Resources Office (Ann Arbor/Dearborn/Flint):  If applicable, review and approve restricted/no rehire