You have just spent a significant amount of time and money in carefully selecting the individual to fill the vacant position, but the selection process isn't complete just yet. The last component of the selection process, the probationary period, is now about to begin.
The probationary period is a six-month evaluation period to determine if the new employee can meet the performance requirements of the position. It is the appointing authority's responsibility to notify the newly-hired employee of the probationary period prior to the time the employee begins work.
At the beginning of the probationary period, the appointing authority and/or direct supervisor must communicate with the employee about the performance requirements of the position. There are some positions which may take longer than the six-month probationary period for an employee to completely know and understand all the details of the position. However, throughout the probationary period, the employee's work performance must be monitored. This will assist in determining how well the employee is performing according to expectations for the length of time in the position. It will also help identify areas where further direction or training is necessary. This approach will enable the supervisor to make valid decisions in determining whether employment should be continued or terminated. A decision to extend the probationary period might be an alternative consideration.
Prior to completion of the probationary period, the employee must be notified whether the probationary period was satisfactorily completed or extended or whether employment is terminated. Lack of any notice within 15 working days of completion of the probationary period means that the employee has successfully completed the probationary period.
For further requirements involved with a probationary period, please refer to NDAC 4-07-06.