PERSONNEL POLICY MANUAL

2.1 Hiring and Placement 2.2 Affirmative Action Serious Search Policy and Procedures 2.3 Temporary or Regular Placement of Individuals through Outside Agencies 2.4 Testing Applicants for Employment 2.5 Interviewing Policies and Procedures 2.6 Offer of Employment 2.7 Procedures for New Employees 2.8 Reimbursement of Travel Expenses for Employment Interviews and Relocation 2.9 Transfer Policies 2.10 Reinstatement of Former Employees

2.6 Offer of Employment

2.6.1 Extending an Offer of Employment

After discussion between supervisors and the appropriate Human Resources Officer, an offer of employment is made to a candidate by the Human Resources Officer. The offer may include information regarding the job title, grade or salary range, rate of pay, length of appointment, hours per week or percentage effort, and information regarding any pertinent Institute procedures (such as completion of employment eligibility forms), or medical approval, if required. This offer is formalized in writing by the Human Resources Officer.

2.6.2 Establishment of a Starting Salary

The supervisor has the responsibility to make the final decision to hire an applicant and informs the Human Resources Officer who referred the applicant to the department. The Human Resources Officer will recommend a starting salary which is consistent with the classification or salary range of the position and education and experience of the candidate. Salary comparisons are made within the appropriate unit, the department, school, or payroll. A salary offer should not be made to a candidate prior to this evaluation by the Human Resources Officer.

2.6.3 Establishment of a Starting Date

After the offer of employment has been accepted, a mutually agreeable starting date should be determined and conveyed to the Human Resources Officer.

2.6.4 Probationary Period

At the time a job offer is extended to an applicant, the probationary period which exists for each payroll group at the Institute should be defined and explained to the new employee. The probationary period is a period of time, normally four to six months, during which a new employee's actual performance is compared with the job standard. If a supervisor determines that work performance is unsatisfactory at any time during this period, a discussion should be held with the employee pointing out the deficiencies and the measures that should be taken to correct them. If the employee continues to perform at an unacceptable level, a supervisor should review the provisions in this Manual under Section 6.3, Termination for Poor Performance or Failure to Comply with Institute Policy, and consult with the appropriate Human Resources Officer.

Following the probationary period and a favorable performance review by the supervisor, an employee is considered to be a regular employee. There is the continued expectation, however, that employees will maintain acceptable standards of performance throughout their employment at the Institute, and that periodic performance evaluations by supervisors with employees will continue to occur.