During the first six months, be clear and consistent about what is expected and how performance is measured so your new employee knows where to focus their efforts.
Ongoing feedback and training will support your new employee in becoming a valued member of your department. Many career employees serve a probationary period during their first six months of employment. If you are unsure about the probationary period for a new career employee, contact Employee Relations. The probationary period should be used to ensure that your new employee is qualified to perform the job and achieve regular status.
Training and Development
- Determine which Learning and Development courses and programs your new employee should enroll in for the next six months.
- Create SMART goals (Specific, Measurable, Attainable, Relevant, Time-framed).
- Ensure that your new employee is gaining exposure to a variety of project types and learning opportunities.
- Discuss the types of future projects and opportunities for assignments. Refer to Individual Development Plan (IDP).
- Promote networking opportunities.
- Continue to communicate department and UC Davis vision.
- Be sure your new employee is aware of Diversity, Equity & Inclusion.
- Identify strengths and determine what knowledge, skills, abilities and assignments will complement or enhance them.
- Identify areas where employee needs to grow and improve to achieve competencies related to their job.
- Hold monthly meetings to review performance expectations and goal achievement.
- Schedule and hold six-month performance appraisal meeting.
- If your new employee needs to be released, follow the procedures in PPSM Procedure 64, Termination and Job Abandonment.
- If your new employee has successfully completed probation, submit Personnel Policies for Staff Members, Policy 22, Probationary Period, Exhibit A.
- Give your new employee a copy
- Distribute the other copies