You are responsible for communicating performance and conduct standards and expectations to the employee, monitoring their performance and conduct against those standards, and providing timely feedback to him/her. You are expected to meet with all employees you supervise. The frequency of these supervision meetings will depend upon each employee and your training program. When conduct and/or performance issues arise, you need to address any concerns with the employee in private and promptly. If corrective action (verbal counseling) does not result in an immediate and sustained improvement by the employee, you should consult with your manager and contact your Employee & Labor Relations representative for further guidance.
In addition to ongoing verbal (and perhaps written) feedback, the probationary employee is expected to receive a performance evaluation every three months. This is a formal, written performance evaluation based on the duties as described in the employee’s classification description, and other instructions provided to the employee (i.e. departmental procedures, quantity/quality standards, etc.) An employee who is serving a six-month probationary period would receive one evaluation at three months of service and one as he/she approaches six months.