Probationary Period — What you need to know as a new hire

All new employees, regular or temporary serve a probationary period of 12 months.  Probationary periods may be extended for up to six months through mutual agreement before the end of the initial 12 months. Members are encouraged to consult with AAPS prior to agreeing to an extension as there have been instances where extensions have been proposed after the 12 month probationary period has been completed.

For employees who have successfully completed the initial probationary period, and are taking on new roles either through transfer or promotion, the new probationary period, through negotiations, may be reduced or waived at the discretion of the administrative head of the unit. In all instances where probationary periods are reduced, employees are encouraged to ensure that the appointment letter specifically states the reduced duration.

In instances where, positions “have been reclassified through an evolutionary process of increased responsibilities”, the Job Entry Date will remain unchanged and not subject to a probationary period. “Positions that have been reclassified but deemed to be a new position due to a significant increase to the amount of new duties being added will be given a new Job Entry Date. These positions may be subject to a probationary review and hence may be eligible for a probationary increase at the end of the probationary period.”

During the probationary period, the “University shall ensure that at least two performance evaluations are conducted during the staff member’s probationary period, prior to the final month of probation.”

Following the probationary period, “employees are eligible for a probationary increase. The guideline is 4%.” General Wage Increases (GWI) and/or Market Survey Salary Adjustments do not preclude normal salary progression as in the case of probationary increases. Often, probationary reviews are conducted after the employee’s anniversary date or Job Entry Date and probationary salary increases are retroactive to those respective dates.

Successful completion of probationary periods do not just impact salary progression, but also other entitlements such as sick leave and termination notice. Where an employee has already served one successful M&P probationary period from a previous job and now has another probationary period because of a new job, provided employment has been continuous, sick leave and termination notice entitlements are not impacted. 

To learn more, Articles 5.1 and 6.1 of the Collective Agreement discuss in detail the Probationary Period and the practice and procedure of the performance review. AAPS Advocacy Member Services Officers, Sharon Cory and Luisa Liberatore are available to answer your questions and/or queries. Contact them via the website or by phone 604.822.9025.

Don’t Forget To:

  1. Sign up for an AAPS New Member Information Session
  2. Fill out the AAPS Member Contact Information Form
  3. Join the AAPS LinkedIn Group
  4. Contact us with any questions or concerns