All employees, except term employees, have to serve an initial probation period before being appointed to permanent status. At the start of the probationary period, employees will be advised of expectations regarding standards of performance.
If the employee has not qualified for the position at the end of 12 months of actual service, the permanent head supervising the employee may extend the probationary period of employment for one additional period not to exceed six months.
In-Scope Probationary Period
All permanent employees have to successfully complete an initial probation period before being appointed to permanent status.
Term employees do not serve probationary period as terms are not permanent appointments. Once a Term employee has served the equivalent to an initial probation period, they acquire seniority which can then be used to compete for other permanent or non-permanent positions. Therefore, it is important to assess the performance of a term employee during any term appointment, but especially during the term equivalent to an initial probation period.
At the start of a probationary period, employees will be advised of the performance standards required to achieve the full working level of the position based on the required competencies/qualifications. These expectations will be outlined by competency/qualification and defined by both "Bring"(Recruitment) and "Learn"(Development) competency statements. The Probation Management and Evaluation Form is used to assess the completion of a probation period.
During the probationary period, employees will be expected to demonstrate that they have the appropriate level of competence to do the work at the expected standard of performance.
If an initial probationary period is not sufficient to test the qualifications/competencies of the probationary employee, a probationary period may be extended by the employer with the appropriate employee notification.
For more information on how competencies fit into our work.
Out-of-Scope Probationary Period
Unless waived by the Public Service Commission, out-of-scope employees shall serve a probationary period of 12 months of actual service for appointment to permanent status.
At the start of the probationary period, employees will be advised of the performance standards required to achieve the full working level of the position based on the required competencies. These expectations will be outlined by competency and defined by competency statements at the Practitioner, Mid-Level, or Champion level. The Out-of-Scope Planning for Success form is used to assess the completion of a probation period.
During the probationary period, employees will be expected to demonstrate that they have the appropriate level of competence to do the work at the expected standard of performance.
If the employee has not qualified for the position within 12 months of actual service, the permanent head supervising the employee may extend the probationary period of employment for one additional period not to exceed six months.
For more information on out-of-scope probation, please refer to the HR Manual or the Public Service Regulations, 1999.
For more information on how competencies fit into our work.
