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Human Resources Manual - 501 - Probationary Periods

Contents

Introduction

  1. Probationary periods are an opportunity for the employing Department to determine if the employee is suitable for the position.
  2. The Government is committed to ensuring that new employees have an opportunity to learn their job and to succeed.
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Application

  1. These guidelines and procedures apply to all employees, except those employed by the NWT Power Corporation.
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Definitions

  1. The Probationary Period, for an employee is indicated below:
    1. For all employees except teachers: on initial appointment to a position at pay level 12 or lower, six months; or on initial appointment to a position at pay level 13 or higher, 12 months; or on transfer or promotion, six months (the Deputy Head may further reduce or waive the probationary period). An employee who is appointed to a position which has the same duties, as his/her previous position shall not serve an additional probationary period.
    2. For teachers: on appointment to a teaching position, two years, or until the employee has two years teaching experience in the Northwest Territories, unless specified otherwise; or on promotion, up to one year.
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Guidelines

  1. An employee who is still on probation must obtain written authorization from the Deputy Head of the employing department to apply on a Government competition. This is approved only in exceptional circumstances. The employee must submit the authorization with their resume prior to the closing date of the competition.
  2. Extension of a probationary period for teachers and excluded employees may be approved at the Superintendent/Director level. The period of extension should not be longer than the original probationary period. The probationary period cannot be extended for an employee in the Union of Northern Workers (UNW) bargaining unit.
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Procedures

  1. Each employee is advised of the length of the probationary period in the letter of offer.
  2. The supervisor advises probationary employees of the standard of conduct that is expected. The supervisor explains the rules of the work place to the employee.
  3. During the first month of probationary employment, the employee's goals and objectives should be established by the supervisor.
  4. The performance of probationary employees is carefully monitored by supervisors. If problems are identified, corrective action is taken.
  5. A probationary employee who is not suitable for the position is rejected before the end of the probationary period. This means termination from the Government.
  6. Before an employee who was promoted or transferred is rejected on probation, every effort is made to return the employee to the former position or an equivalent position. Rejections on probation are explained in Section 1601.
  7. An employee on probation and interested in applying on a competition must request the approval of the Deputy Head of the employee's department. If approval is granted it is attached to the employees application.
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Authorities and References

Public Service Act
Section 20, Probation
Section 21, Rejection

Public Service Regulations
Section 4, Probation

Education Act
Section 53 - 54, Notice of Termination, Dismissal

Main Collective Agreement with UNW
Article 2.01 (aa), Probation 

Collective Agreement with NWTTA
Article 19.02 - 19.06, Probation

Senior Managers' Handbook
Probation

Excluded Employees' Handbook
Probation

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Last Updated: May 2001