With UCPath ePerformance, checkpoint and final probationary evaluations will be created for each new employee.

All staff employees serving a probationary period will receive probationary evaluations in UCPath’s ePerformance, except Police (PA) who will continue to use paper evaluations. 

The following staff do not serve a probationary period: Management and Senior Professionals (MSP) and Senior Management Group (SMG); limited, per diem, casual/restricted, and contract appointments. 

Supervisors Will Complete:

1. Probationary Checkpoint Evaluation – third month of employment (approximately).
2. Probationary Final Evaluation - before the end of the new employee’s six-month probationary period. Please Note: the Probationary Final Evaluation should ideally be completed approximately two to three weeks prior to the end of the probationary period.

Notifications
Supervisors will receive an automated email notification from ePerformance when the following documents are available:

1. Probationary Checkpoint Evaluation - typically four weeks before the new employee’s three-month anniversary.
2. Probationary Final Evaluation - typically four weeks before the end of the new employee’s six-month probationary period.

Probationary Evaluation Process

• Probationary Checkpoint Evaluation

• Goal Setting -  Supervisors, in collaboration with employee, will set two or three performance goals for the employee to focus on during the remaining three months of their six-month probationary period. The goals should be “SMART” goals, meaning they are: Specific, Measurable, Action-oriented, Realistic, and Time-bound.
  
  Rating - Supervisors will rate the employee’s overall level of performance through about three months of employment as either Satisfactory or Improvement Needed.  

  Satisfactory - employee has performed overall at a satisfactory level or above during their probationary period to date. This does not constitute attainment of career status.

  Improvement Needed - employee may have performed at a satisfactory level in some areas, but the employee has performed at a less than a satisfactory level in other areas and overall, needs to improve their performance.

  Supervisors will include rationale for their rating in the Supervisor's Comments section, and issue the evaluation to the employee in ePerformance.

  Employees will receive an email notification that evaluation is available. Employees will review the evaluation and acknowledge receipt.

• Probationary Final Evaluation

• Supervisors will rate the employee’s overall level of performance either Satisfactory or Unsatisfactory.

  Satisfactory - employee will attain career status and continue their employment.

  Unsatisfactory - supporting rationale must be included in the Supervisor’s Comments section. Please Note: Supervisors must contact their Employee Relations Consultant prior to assigning the employee an Unsatisfactory rating to make arrangements to release the employee from employment prior to the end of their probationary period. In such cases, the supervisor first notifies the employee that their being released and then issues the  Probationary Final Evaluation to the employee in the system; a print out of the evaluation may also be provided to the employee if the employee wont have access to view it in the system.

  Supervisors will include rationale for their rating in the Supervisor's Comments section, and issue the evaluation to the employee in ePerformance.

  Employees will receive an email notification that evaluation is available. Employees will review the evaluation and acknowledge receipt.