Kan. Admin. Regs. § 1-7-3 - Probationary period required
(a)
The probationary period shall be considered as a working test of the employee's
ability to perform adequately in the position to which the employee was hired.
In order to aid the agency in developing efficient employees, the supervisor
shall give reasonable instruction and training that may be required throughout
the probationary period. Each appointing authority shall establish procedures
so that any problems with probationary employees will be brought to the
attention of the agency management for appropriate action before the end of the
probationary period.
(b) Before the
end of the probationary period, the appointing authority shall provide the
director with results of a performance review for the employee. If the overall
performance review rating given to a probationary employee before the end of
the employee's probationary period is unsatisfactory, the employee shall not be
granted permanent status. The performance review ratings required by this
subsection shall not be required to occur within the time period established in
K.A.R. 1-7-10(a)(3).
(c) Except as
provided in K.A.R. 1-7-4, all new hires, promotions, and rehires shall be
tentative and subject to a probationary period as authorized by K.A.R. 1-7-4.
If the probationary period of an employee is to be extended as authorized by
K.A.R. 1-7-4, the appointing authority, before the end of the probationary
period, shall furnish the employee with a copy of the performance review
stating that the probationary period is extended. Results of the performance
review shall be provided to the director.
(d) Any probationary employee, other than an
employee on probation due to a promotion from a position in which the employee
had permanent status, may be dismissed by the appointing authority at any time
during the probationary period.
(e)
This regulation shall be effective on and after October 1, 2009.
Notes
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