VCOM Faculty Handbook

period. If the employee is not performing the job duties as anticipated at the 30-day and 60-day interval, the employee will be provided with written and/or oral feedback regarding the areas that need improvement. At the end of the 90-day probationary period, the employee’s supervisor will review and evaluate the employee’s performance. Analysis of performance at the 90-day interval is required to be in writing. At this time the supervisor will make a decision as to one of the following: • To continue the employee’s employment without probation • To continue the employee’s employment with an additional probationary period of 30, 60, or 90 days if the employee is not performing at the intended level and the supervisor believes the employee may have the ability to meet expectations given more time or • Terminate the employee’s employment if the employee is not meeting expectations. In the case of termination during the probationary period, it is anticipated the employee will have been made aware of deficiencies and provided information on expectation during this time, whether verbally or in writing Employee Change of Status From time to time, an employee’s status may change. Such change in status may include: • Promotion: A promotion is the advancement of an employee from one position to another, which carries more responsibility and may result in a higher salary. • Demotion: A demotion is the change of an employee from one position to another that may result in a lower position status and may result in a lower salary. • Transfer: A transfer is the lateral change of an active employee from one position to another in the same pay range. An employee’s salary is not subject to change because of a transfer. o No employee will be able to apply for a transfer to any position while on probation status. o No employee will be able to apply for a transfer without supervisor approval if they have been employed at VCOM for one year or less. • Involuntary Transfer: VCOM may find it necessary or desirable to transfer an employee to another job if the supervisor or division leader feels the employee can function more efficiently or will perform a more valuable service for VCOM in the new position. • Resignation : If an employee (without a contract) decides to terminate their employment with VCOM for any reason, it is their responsibility to give the immediate supervisor at minimum of three weeks written notice. This notice will allow time to plan to replace the employee. Failure to give three weeks’ notice may result in a negative job reference or consideration for rehire in the future. • Termination : The employee who is unable or unwilling to perform the expectations of his or her position satisfactorily is subject to termination. Reasons for termination include, but are not limited to, the following: o Inability to Perform Essential Functions of Employment: Employees who are unable to meet the expectations of their employment due to circumstances that impact their ability to perform essential duties may also be terminated from employment. Examples of such circumstances include, but are not limited to, loss of driver’s license if required for the job or commuting to and from the job, loss of certification or license required for the job, incarceration, or other such circumstances.

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