The probationary period represents the final step in determining an employee’s suitability, since only an actual trial on the job can be conclusive. Proper use of the probationary period is in the best interests of both the new employee and the Postal Service. During this period, the new employee receives orientation and whatever training the employee needs. Attentiveness to the new employee, both in training sessions and on the job, may ensure the satisfaction and efficiency of an employee who might otherwise be separated.
At the time the oath of office is administered, or during the new employee orientation session, new hires should become familiar with the probationary period and its purpose. The supervisor is responsible for constant informal evaluation throughout the probationary period. This involves close observation and analysis of the new employee’s performance to determine both proficiencies and deficiencies. The supervisor consistently attempts by guidance, counsel, and training to assist the new employee to correct any deficiencies in either conduct or performance.
This section outlines the probationary periods that are required for different kinds of employment.
An applicant selected for career appointment to a bargaining position must serve a probationary period of 90 calendar days. This applies not only to the first appointment, but also to any subsequent career appointment, reinstatement, or transfer to the Postal Service from another agency, regardless of whether the appointee had previously completed a probationary period.
An applicant selected for career appointment to a nonbargaining position must serve a probationary period of 1 year of continuous service in the Postal Service, or 1 year of combined service (federal and postal) without a break of a workday in positions in the same line of work.
An applicant hired as a Postal Inspector must serve a probationary period of 2 years. Exception: The probationary period for a person with veterans’ preference appointed as a Postal Inspector is 1 year.
A career probationary employee who is promoted, demoted, or reassigned from one position to another during the probationary period, must complete the probationary period uninterrupted in the new position.
Noncareer employees do not serve probationary periods. However, periodic review of their performance and completion of a 90–day evaluation report are required. Unsatisfactory casual or temporary employees should be separated as soon as it becomes evident that they are unable to meet the requirements of their positions.
Former federal and postal employees who are reinstated must serve new probationary periods.
An applicant selected for career appointment to a position in the Management Foundations Program must serve a probationary period of 12 months of continuous service in the Postal Service.
Periods of absence during which an employee is carried on the rolls count toward completion of a probationary period.
Military service counts toward completion of a probationary period for employees who leave positions in which they were serving probationary periods to enter military service. If the military service is insufficient to complete the probationary period, the employee is required to complete the period upon return.
Postal service in a casual or temporary status preceding the career appointment may affect the probationary period, in accordance with the appropriate collective bargaining agreement.
The probationary period that begins before a reassignment continues uninterrupted after the reassignment.
A change from part–time to full–time employment does not interrupt or otherwise change the time counted toward completion of a probationary period. Promotion, demotion, or reassignment in the same installation or to another installation within the Postal Service does not require a new probationary period, but does require completion of any unfinished probationary period.
Note: An employee can satisfy the career probationary requirement only while performing in a career position. An employee cannot credit time spent in a noncareer position toward completion of the career probationary period.
PS Form 1750, Employee Evaluation and/or Probationary Report, establishes benchmarks for satisfactory work performance. For noncareer employees, the form serves as an evaluation report to make the appropriate rehire decisions, to facilitate coaching and counseling, and to assist employees needing guidance. For career employees, the form serves as a probationary report that clearly outlines expectations for the probationary period, including the factors the immediate manager will evaluate. During the employee’s first week at the work site, the immediate manager must hold an initial discussion to outline clearly performance expectations for the evaluation or probationary period, including the factors the immediate manager will evaluate and examples of satisfactory performance.
The supervisor must discuss the employee’s performance with the employee at the end of 30 days, and again at the end of 60 days. Both the supervisor and the employee must initial PS Form 1750 to indicate that these discussions have taken place. The final evaluation occurs at the end of 80 days, and it contains a definitive recommendation regarding whether the employee should be retained or separated. This evaluation requires the signatures of both the supervisor and the employee.
Discussion, training, and counseling can correct most deficiencies. The manager makes additional formal evaluations only when informal evaluations are unsuccessful and only after employees understand their deficiencies and have had a reasonable opportunity to correct them. If these additional evaluations occur during an employee’s probationary period, the manager documents them using PS Form 1750.
Regular performance evaluations are encouraged after the employee has completed the probationary period. The immediate manager uses such evaluations for promotion recommendations and for the early identification and correction of problems.
The Postal Service has identified the personal attributes needed for the successful job performance of nonbargaining employees. These attributes are described as behavioral examples in competency models for leadership and functional/technical competency. The Postal Service has developed competency models and evaluation forms for supervisory, managerial, and executive levels of leadership.
During an employee’s first week at a work site, the immediate manager must have an initial discussion with the employee to outline clearly performance expectations for the probationary period. The immediate manager documents this discussion on the appropriate form, as follows:
These forms are available online at http://blue.usps.gov/formmgmt/forms.htm.
The probationary period for most nonbargaining employees is 1 year and increases to 2 years for some Postal Inspectors (see 584.33). In addition to providing the ongoing feedback necessary for successful performance management, the manager must conduct formal discussions with the employee. After the initial meeting during the employee’s first week at the work site, the manager will conduct and document interactive discussions at regular intervals as described on the appropriate probationary form (see 584.62). Both the employee and manager are required to initial the form to indicate completion of these discussions.
On the final evaluation, the manager must recommend definitively that the employee be either retained or separated. The employee and the manager both must sign the evaluation form. If the employee refuses to sign it, the manager will indicate that the employee was offered the opportunity to sign, but declined to do so.
