Wayne State University

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Probationary & Provisional Planning & Assessment

You can use the Wayne LEADS 2013 Form for Probationary/Provisional Evaluation.  Just check the appropriate box and provide the appropriate time period in the heading when completing.   

The Wayne LEADS Process is somewhat different for new non-represented employees or employees who transfer/promote/demote (click here for Total Compensation & Wellness definitions -- pp. 6 & 7) into a non-represented position. See instructions below:

In the case of new non-represented employees, a Performance Planning meeting should be held within the first 14 days of the employee's start date.  Status updates should be completed after the employee works 90 days (3 months) and the Final Assessment should be completed up to, but no later than 180 days (6 months). 

In the case of transferred/promoted/demoted non-represented employees, a Performance Planning meeting should be held within the first 14 days of the employee's start date; Status Updates should be completed after the employee works 45 days and the Final Assessment should be completed up to, but no later than 90 days (3 months). 

Performance Planning

Part A:  Performance Objective Plan & Assessment

For probationary or provisional non-rep employees, the expectation is that Part A:  Performance Objective Plan & Assessment will be completed.  In this case, the employee will not be able to start the process (as is normally the procedure for Wayne LEADS) as the employee will not have enough information about the job to start the process.  This portion of the form should be discussed and completed at the employee's department orientation or within the first two weeks of the employee's first day.  The supervisor will need to provide the employee with 2-5 performance objectives.  If the position is not brand new, the supervisor should be able to use similar, if not the same objectives from the incumbent employee.   Supervisor's and employee's comments can be included at this point as well at any part of the process.

Part B:  Competency Assessment

The supervisor should review this section of the form with the employee as an assessment will be completed and discussed at the  Final Assessment. 

Part C:  Summary

This is not done until the end of the Probationary/Provisional Period and needs to be completed up to, but no later than 180 days (6 months) for probationary employees and not later than 90 days (3 months) for provisional employees..

Status Updates

Part A:  Performance Objective Plan & Assessment

At 90 days (3 months) for probationary employees or 45 days for provisional employees, a status update should be completed by the supervisor so the employee is given feedback on how well he/she is doing on the performance pbjectives. Supervisor's and employee's comments can be included at this point as well as at any part of the process.  If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part still WILL need to be completed for documentation purposes.   

Part B:  Competency Assessment

The supervisor could again review this section of the form with the employee as an assessment will be completed and discussed at the  Final Assessment. 

Part C:  Summary

This is not done until the end of the Probationary/Provisional Period and needs to be completed up to, but no later than 180 days (6 months) for probationary employees and not later than 90 days (3 months) for provisional employees.  If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part will NOT need to be completed (as a termination letter will be given in lieu of the summary).  

Final Assessment

Part A:  Performance Objective Plan & Assessment

No later than 180 days (6 months) for probationary employees and no later than 90 days (3 months) for provisional employees, the supervisor needs to complete an assessment of the employee's performance objectives providing status comments and assigning a rating for each objective.   Supervisor's and employee's Comments can be included at this point as well at any part of the process.

Part B:  Competency Assessment

The employee should assess his/her skills by completing the competency assessment.  The supervisor needs to review the employee's assessment of skills and complete the supervisor's portion. At the meeting there should be a discussion on the areas where there are agreements and differences.  Supervisor's and employee's Comments can be included at this point as well as at any part of the process. 

Part C:  Summary

The supervisor should provide a summary of performance in the Comment box provided noting whether the employee is recommended for continued service or not and assign an overall rating taking into consideration the performance objective ratins and the competency assessment ratings.  The supervisor needs to sign the form and obtain the signature of the second level reviewer before discussing the assessment with the employee.  At the Final Assessment meeting, the supervisor should give the employee a chance to write in comments and then sign the form.  Copies need to be made for the employee and the supervisor and the original sent to Human Resources, Employment Service Center.  Please double check with your Business Affairs, Associate Director or your Personnel Manager whether he/she will turn in the original to Human Resources or not. 

If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this still WILL need to be completed for documentation purposes.