This rule has no financial impact on state employees.
G. Regulatory Impact Summary Table (This table includes only fiscal impacts the agency was able to measure. If the agency could not estimate an impact, it is excluded from this table but described in boxes A through F.)
Regulatory Impact Summary Table
H. Department head comments on fiscal impact and approval of regulatory impact analysis:
The Executive Director of the Department of Government Operations, Marvin Dodge, has reviewed and approved this regulatory impact analysis.
Citation Information
7. Provide citations to the statutory authority for the rule. If there is also a federal requirement for the rule, provide a citation to that requirement:
Subsection 63A-17-305(5)(b)
Public Notice Information
9. The public may submit written or oral comments to the agency identified in box 1.
A. Comments will be accepted until:
10. This rule change MAY become effective on:
NOTE: The date above is the date the agency anticipates making the rule or its changes effective. It is NOT the effective date.
Agency Authorization Information
Agency head or
designee and title:
John Barrand, Division Director, DHRM
R477. Government Operations, Human Resource Management.
R477-5. Employee Status and Probation.
R477-5-2. Probationary Period.
The probationary period allows 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) Management shall provide each employee an opportunity to demonstrate competence in a career service position by establishing a performance plan and giving the employee feedback on performance in relation to that plan.
(a) During the probationary period, management may separate an employee from state employment in accordance with Subsection R477-11-2(1).
(b) [At the end of each employee's probationary period, management]Management shall evaluate the employee's performance in accordance with Subsection R477-10-1(3).[ DHRM shall enter the evaluations into the human resource information system as the performance evaluation that reflects successful or unsuccessful completion of probation.] (2) DHRM shall assign a probationary period to each career service position consistent with its job.
(a) Except for absences covered by USERRA, management may extend the probationary period for any period of absence or temporary transitional assignment.
(b) Management may not reduce the designated probationary period after an employee is appointed to the position.
(c) An employee who has completed a probationary period and obtained career service status may 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.
