Approved by Executive Council: 01 September 2026<\/p>\n\n\n
All newly hired, non-faculty employees have an introductory period. The introductory period is defined as the first six months of continuous service from the beginning date of employment. The Introductory Status also applies to employees of the University who are transferred or promoted to a new position. Positions that require a longer introductory period due to statutory requirements will be noted at the time of hiring.<\/p>\n\n\n\n
This time allows the employee the opportunity to become acquainted with a new position and evaluate the job. In addition, the employee\u2019s supervisor will observe the employee’s performance to determine whether to continue employment after this introductory period. By mutual agreement between the supervisor, the Vice President or President of the employee’s reporting line, the introductory period may be extended up to nine months to accommodate additional considerations, professional licensing, and training. <\/p>\n\n\n\n
Benefits available during the introductory period include sick, bereavement, civil duty, and military leaves, and medical, dental, vision, and all other voluntary insurance benefits. University grievance procedures do not apply until you successfully complete the introductory period.<\/p>\n\n\n\n
Each department or office is responsible for managing its new hires and ensuring that each supervisor provides appropriate training, meets with the new hire, provides feedback, and submits the appropriate evaluations through the approval process before the end of the six-month period.<\/p>\n\n\n\n
The New Hire Orientation\/Retreat takes place in the Fall and Spring semesters; attendance is mandatory for all new hires (Faculty and Staff). The Office of the Provost, Mission and Rector, and the Office of Human Resources conduct the orientation\/retreat. This is an opportunity to learn about the campus community and meet people who represent the University’s different departments and Offices. <\/p>\n\n\n\n
Each School or Office should include a more specific tour of department facilities, an explanation of the department’s activities and operations, a description of the department’s organizational chart, and an introduction to co-workers. In addition, there should be a review of the department’s emergency procedures, work assignments, job descriptions, and procedural manual, as well as arrangements for necessary training, key contacts for assistance, the basis for evaluation, and plans for regular meetings. <\/p>\n\n\n\n
Full-time employees who meet eligibility requirements may enroll in credit courses at the University’s undergraduate schools and Graduate School using employee tuition benefits. For more information, refer to the Tuition Benefit policy. <\/p>\n\n\n\n
Employees seeking training and professional development opportunities must first discuss the request with their direct supervisor. Participation is contingent upon supervisory approval, budget availability, departmental operational needs, and compliance with all applicable institutional policies, procedures, and approval processes. Please note that travel for non-exempt staff must include overtime funding if travel and training exceed 40 hours in the workweek.<\/p>\n\n\n\n
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