HomeMy WebLinkAbout0302 Probationary Period16
302 Probationary Period
Regular full-time and regular part-time employees work on a probationary basis for
the first six months after their date of hire unless otherwise specified. Part-time,
seasonal, and casual employees do not have an initial probationary period until such
time as they may be transferred, promoted, demoted or reclassified to positions
which are regular part-time or regular full-time. They will then serve an initial
probationary period during the first six months following the transfer, promotion,
demotion or reclassification. The City of Grapevine uses the initial probationary
period to evaluate the employee for the position. The employee or the City may
terminate the employment relationship at will at any time during the initial
probationary period with or without cause or advance notice. A completed
performance evaluation form is not required to terminate an employee during their
initial probationary period.
.01 Police recruits who attend and complete the Academy will normally work on
probationary status for one year from date of hire. Licensed police personnel who
apply for and receive reciprocity through TCOLE will normally work on a probationary
status for six months providing reciprocity is granted within the first six months of
employment and the employee receives a passing evaluation score. If reciprocity is
granted after six months but before one year, the employee’s probation will end the
date reciprocity is granted providing the employee receives a passing evaluation
score. Police Officers who are State of Texas certified (TCOLE) will normally work
on probationary status for six months. Fire personnel who are State of Texas certified
(TCFP) and Paramedic Recruits attending a Fire academy will normally work on
probationary status for six months.
.02 Completion of the initial probationary period and a passing performance evaluation
shall remove regular full-time and regular part-time employees from initial
probationary status. When the initial probationary period is successfully completed,
the employee is eligible to use accrued vacation and sick leave hours regardless of
the type of probationary period he/she serves in the future, so long as there is no
break in service. In addition, following the first six months of service, the Department
Head may recommend that an employee whose initial probationary status is
extended beyond six months be deemed eligible to use accrued vacation and sick
leave hours prior to the end of the extended probationary period.
.03 Regular full-time and regular part-time employees who are promoted, demoted, or
transferred within the organization into a different regular full-time or regular part-time
position must complete a six-month probationary period with every reassignment to
a different position. A performance evaluation will be required at the end of the
probationary period. This policy does not apply to intradepartmental transfers such
as Police Officer from Patrol to CID.
.04 The Department Head, with the approval of the Human Resources Director, may
extend any type of probationary period up to six months if additional time is needed
to thoroughly evaluate the employee.
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.05 If an employee is unsuccessful in the new position, the employee may be allowed to
return to their former position. If their position is not available, they may be considered
for available comparable positions for which they qualify within their department. If
no positions are available in their department, they may then be considered for
available comparable positions Citywide for which they qualify.
.06 Placing an employee on probation due to failing their annual performance evaluation
or as a result of performance concerns or disciplinary actions may change the
employee’s anniversary date and delay any associated raise until the end of the
probationary period. The new anniversary date will remain in effect until the
employee is promoted or placed on probation again in the future.
.07 Two consecutive failing performance evaluations will result in termination.
Revised 12/05/2017
Revised 06/09/2019
Revised 06/16/2021