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Utah Administrative Code (Current through November 1, 2019) |
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R477. Human Resource Management, Administration |
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R477-5. Employee Status and Probation |
| R477-5-1. Career Service Status |
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(1) Only an employee who is hired through a pre-approved process shall be eligible for appointment to a career service position. (2) An employee shall complete a probationary period prior to receiving career service status. (3) Management may convert a career service exempt employee to career service status, in a position with an equal or lower salary range, when: (a) the employee previously held career service status with no break in service between the last career service position held and career service exempt status; (b) the employee was hired from a public hiring list to a career service exempt position, in the same job title to which they would convert, as prescribed by Subsection R477-4-8; or (c) the employee was hired through the Alternative State Application Program (ASAP) or Veterans Employment Opportunity Program (VEOP) and successfully completed a six month on the job examination period. |
| R477-5-2. Probationary Period |
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The probationary period allows agency management to evaluate an employee's ability to perform the duties, responsibilities, skills, and other related requirements of the assigned career service position. The probationary period shall be considered part of the selection process. (1) An employee shall receive an opportunity to demonstrate competence in a career service position. A performance plan shall be established and the employee shall receive feedback on performance in relation to that plan. (a) During the probationary period, an employee may be separated from state employment in accordance with Subsection R477-11-2(1). (b) At the end of the probationary period, an employee shall receive a performance evaluation. Evaluations shall be entered into HRE as the performance evaluation that reflects successful or unsuccessful completion of probation. (2) Each career service position shall be assigned a probationary period consistent with its job. (a) The probationary period may not be extended except for periods of leave without pay, long-term disability, workers compensation leave, temporary transitional assignment, or donated leave from an approved leave bank. (b) The probationary period may not be reduced after appointment. (c) An employee who has completed a probationary period and obtained career service status shall not be required to serve a new probationary period including when changing agencies unless there is a break in service. (3) An employee in a career service position who works at least 50% of the regular work schedule or more shall acquire career service status after working the same amount of elapsed time in hours as a full-time employee would work with the same probationary period. (4) An employee serving probation in a career service position may be transferred, reassigned or promoted to another career service position including a career mobility assignment. Each new appointment to a career service position shall include a new probationary period unless the agency determines that the required duties or knowledge, skills, and abilities of the old and new position are similar enough not to warrant a new probationary period. The probationary period shall be the full probationary period defined in the job description of the new position. |
| R477-5-3. Policy Exceptions |
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The Executive Director, DHRM, may authorize exceptions to this rule, consistent with Subsection R477-2-2(1). |