Common use of PROBATION AND EVALUATION Clause in Contracts

PROBATION AND EVALUATION. 1001 New Hire Probation 1002 Each newly hired Health Care Professional, those hired after a break in continuous service, and those who transfer from another represented or unrepresented employee group, or region (with the exception of Health Care Professionals who are hired into one UNAC/UHCP affiliate from another UNAC/UHCP affiliate), will serve a basic ninety (90) calendar day probationary period. All new Health Care Professional graduates’ probationary period will begin upon completion of orientation. Upon completion of the original period, if the Health Care Professional cannot be properly evaluated for purposes of retention, the Employer may extend the new hire probationary period up to an additional sixty (60) calendar days, and the Health Care Professional will be advised of the extension and the purpose. 1003 During each newly hired Health Care Professionals probationary period, Management will notify the Association immediately upon identification of any performance issues which need to be addressed. Notification will result in a joint meeting to include the Health Care Professional, Management representatives, and Local Affiliate representatives in an attempt to resolve the issues. Notice is not required if the Health Care Professional is successfully completing the probationary period. Midway through the probationary period, the Association will meet with the Health Care Professional to address issues and/or concerns that the Health Care Professional may have. 1004 Probationary periods may be extended by any absences. 1005 Nothing in this Article implies a delay in the Health Care Professional becoming a member in good standing of the Association. 1006 During the probationary period, a Health Care Professional may be dismissed for any reason without recourse to the grievance procedure. However, this does not preclude a probationary employee from filing grievances related to contractual violations or disputes such as pay errors, improper cancellation, etc. 1007 Orientation for newly hired Health Care Professionals shall take place within the first (1st) sixty (60) calendar days of employment, the purpose being to better acquaint the Health Care Professional with the Employer’s operations as an aid in developing the best employment relationships. 1008 A list of all new Health Care Professional orientees covered by this Agreement will be sent to the Association Representative. During the orientation, the Human Resources Leader will distribute a copy of this Agreement and an introductory letter prepared by the Association, approved by Management, describing the Association and informing all new Health Care Professionals who their Association Representatives are and their locations in the Medical Center. 1009 Health Screen 1010 Prior to or during the first (1st) thirty (30) days of employment, each Health Care Professional shall be given, and is required to successfully complete a health screen. 1011 Performance Evaluation 1012 All Health Care Professionals will be reviewed annually by their Supervisor. All Health Care Professionals will be given an opportunity to read and comment upon formal performance evaluations prior to the placement of such in their personnel files. Copies of such material shall be given to the Health Care Professional at the time such documents are issued. The Health Care Professional may indicate any agreement or disagreement on the evaluation form and attach comments regarding such agreement or disagreement to the evaluation form. Any area indicated as improvement needed on the evaluation form will be re‐discussed with the concerned Health Care Professional approximately six (6) months after the issuance of the evaluation. The Health Care Professional shall sign and date such material only as proof of receipt. The Performance Evaluation is not intended to be used as a means of discipline. Therefore, the content of such evaluation is not subject to the Grievance Procedure. The Performance Evaluation will not be used as a basis to deny transfers pursuant to Article XII.

PROBATION AND EVALUATION. 1001 New Hire Probation 1002 Each newly 1101 Probationary Period 1102 Newly hired Health Care ProfessionalCNM/WOCN, including those hired after a break in continuous service, and those who transfer from another represented or unrepresented employee group, or region (with the exception of Health Care Professionals who are hired into one UNAC/UHCP affiliate from another UNAC/UHCP affiliate)region, will serve a basic ninety probationary period of up to six (906) calendar day probationary periodmonths. All new Health Care Professional graduates’ The probationary period will begin upon completion of orientationorientation and required training. Upon completion The employee will be notified by management of the original period, if the Health Care Professional cannot be properly evaluated for purposes official start date of retention, the Employer may extend the new hire probationary period up to an additional sixty (60) calendar days, and the Health Care Professional will be advised of the extension and the purpose. 1003 During each newly hired Health Care Professionals probationary period, Management will notify the Association immediately upon identification of any performance issues which need to be addressed. Notification will result in a joint meeting to include the Health Care Professional, Management representatives, and Local Affiliate representatives in an attempt to resolve the issues. Notice is not required if the Health Care Professional is successfully completing the probationary period. Midway through The probationary period may be extended by mutual agreement between Union and management. 1103 Within the probationary period, transfers shall be limited to status or shift changes within the Association will meet with the Health Care Professional to address issues and/or concerns that the Health Care Professional may havemedical center. 1004 Probationary periods Inter‐facility transfers within a probationary period may be extended considered on a case by any absencescase basis. 1005 In such circumstances, a new probationary period of up to six (6) months will begin at the new location. 1104 A formal evaluation in writing shall be provided to an employee upon completion of the probationary period, or upon termination if requested. 1105 Nothing in this Article implies a delay in the Health Care Professional CNM/WOCN becoming a member in good standing of the AssociationUnion. 1006 1106 During the orientation, training or probationary period, a Health Care Professional CNM/WOCN may be dismissed for any reason without recourse to the grievance procedure. However, this does not preclude a probationary employee CNM/WOCN from filing grievances related to contractual violations or disputes such as pay errors, improper cancellation, etc. 1007 Orientation for newly hired Health Care Professionals shall take place within the first (1st) sixty (60) calendar days of employmentOn a monthly basis, the purpose being to better acquaint the Health Care Professional with the Employer’s operations as an aid in developing the best employment relationships. 1008 A a list of all new Health Care Professional CNM/WOCN orientees covered by this Agreement will be sent to the Association RepresentativeUNAC/UHCP State Office. During the orientation, the Human Resources Leader will distribute a copy of this Agreement and an introductory letter prepared by the Association, approved by Management, describing the Association and informing all new Health Care Professionals who their Association Representatives are and their locations in the Medical Center. 1009 Health Screen 1010 Prior to or during the first (1st) 1107 New Member Orientation 1108 Within thirty (30) days of employmentthe hire of a new CNM/WOCN, each Health Care Professional the Employer will make time available to a local Union Representative to meet with the newly hired CNM/WOCN to discuss the Union and the Agreement. 1109 Trial Period 1110 CNM/WOCNs who transfer to another medical center or facility shall undergo a trial period of up to forty (40) working days. Should the CNM/WOCN fail to qualify for the new position, the CNM/WOCN shall be givenreturned to her/his former position, if vacant, or a comparable position. 1111 The CNM/WOCN may voluntarily elect to return to her/his former position, if vacant, or a comparable position within thirty (30) calendar days of transfer. 1112 If during the trial period, a CNM/WOCN returns to her/his former or comparable position, the position will be re‐posted. 1113 The Employer may request an extension of the trial period for transfers for a period of time not to exceed an additional twenty (20) working days. Such extensions will be made with the mutual consent of the Union and is required shall not be unreasonably denied. The CNM/WOCN will be advised of the purpose and the duration. Should the CNM/WOCN fail to successfully complete a health screenqualify for the new position within the twenty (20) working day extension, the CNM/WOCN shall be returned to the former, if vacant, or comparable position. 1011 1114 Performance Evaluation 1012 1115 All Health Care Professionals CNM/WOCNs will be reviewed annually by their SupervisorManagement. All Health Care Professionals CNM/WOCNs will be given an opportunity to read and comment in writing upon formal issuance of the performance evaluations evaluation prior to placement in the placement personnel file. A copy of such in their personnel files. Copies of such material the performance evaluation shall be given to the Health Care Professional CNM/WOCN at the time such documents are issued. The Health Care Professional may indicate any agreement or disagreement on issued and the evaluation form CNM/WOCN shall sign and attach comments regarding such agreement or disagreement to the evaluation formdate as proof of receipt. Any area indicated as improvement needed on the performance evaluation form will be re‐discussed with the concerned Health Care Professional approximately CNM/WOCN within six (6) months after the issuance of the evaluation, allowing the CNM/WOCN the opportunity for improvement. The Health Care Professional shall sign and date such material only as proof of receipt. The Performance Evaluation performance evaluation is not intended to be used as a means of discipline. Therefore, the content of such evaluation discipline and therefore is not subject to the Grievance Procedure. The Performance Evaluation by itself will not be used as a basis to deny transfers pursuant to Article XIIXIII.

PROBATION AND EVALUATION. 1001 New Hire Probation 1002 Each newly Newly hired Health Care ProfessionalSCNSC (for purposes of this Article, SCNSC refers to all classifications in this bargaining unit unless otherwise noted), including those hired after a break in continuous service, and those who transfer from another represented or unrepresented employee group, or region (with the exception of Health Care Professionals who are hired into one UNAC/UHCP affiliate from another UNAC/UHCP affiliate)region, will serve a basic probationary period of up to ninety (90) calendar day probationary perioddays. All new Health Care Professional graduates’ The probationary period will begin upon completion of orientationorientation and required training. Upon The SCNSC will be notified by management of the official start date of the probationary period. 1003 If prior to completion of the original period, if the Health Care Professional SCNSC cannot be properly evaluated for purposes of retention, the Employer may extend the new hire probationary period up to an additional sixty (60) calendar days, and the Health Care Professional . The SCNSC will be advised of the extension reason for and length of extension. The Union will be informed as soon as practical. Whenever possible, this will occur prior to notifying the purposeSCNSC that a decision has been made to extend his/her probationary period. 1003 1004 The per diem probationary period will begin upon completion of orientation and required training. The per diem probationary period will be up to ten (10) shifts not to exceed 90 days. The Employer may extend up to an additional five (5) shifts. 1005 During each newly hired Health Care Professionals SCNSC probationary period, Management will notify the Association Union immediately upon identification of any performance issues which need to be addressed. Notification will result in a joint meeting to include the Health Care ProfessionalSCNSC, Management representatives, and Local Affiliate Union representatives in an attempt to resolve the issues. Notice is not required if the Health Care Professional SCNSC is successfully completing the probationary period. Midway through the probationary period, the Association Union will meet with the Health Care Professional SCNSC to address issues and/or concerns that the Health Care Professional SCNSC may have. 1004 1006 Probationary periods may be extended by any absencesabsence. 1005 1007 Nothing in this Article implies a delay in the Health Care Professional SCNSC becoming a member in good standing of the Association. 1006 1008 Within the probationary period, transfers shall be limited to status or shift changes within the medical center and department. Inter‐facility and inter‐departmental transfers within a probationary period may be considered on a case by case basis. In such circumstances, a new probationary period will begin at the new location. 1009 During the probationary period, a Health Care Professional SCNSC may be dismissed for any reason without recourse to the grievance procedure. However, this does not preclude a probationary employee SCNSC from filing grievances related to contractual violations or disputes such as pay errors, improper cancellationerror, etc. 1007 Orientation for newly hired Health Care Professionals shall take place within the first (1st) sixty (60) calendar days of employment1010 On a monthly basis, the purpose being to better acquaint the Health Care Professional with the Employer’s operations as an aid in developing the best employment relationships. 1008 A a list of all new Health Care Professional SCNSC orientees covered by this Agreement will be sent to the Association RepresentativeUNAC/UHCP State Office. During the new hire orientation, the Human Resources Leader will distribute a copy of this Agreement and an introductory letter prepared by the Association, approved by Management, describing the Association and informing all new Health Care Professionals who their Association Representatives are and their locations in the Medical Centerunion will be distributed. 1009 Health Screen 1010 1012 Prior to or during the first (1st) thirty (30) days of employmentemployment and, as required thereafter, each Health Care Professional shall SCNSC will be given, and is required to successfully complete a health screenscreening. 1011 Failure to satisfactorily complete and pass the health screening will be cause for termination or withdrawal of tentative offer of employment. 1013 Performance Evaluation 1012 1014 All Health Care Professionals SCNSC will be reviewed annually by their a Supervisor. All Health Care Professionals SCNSC will be given an opportunity to read and comment upon formal performance evaluations prior to the placement of such in their personnel files. Copies of such material shall be given to the Health Care Professional SCNSC at the time such documents are issued. The Health Care Professional SCNSC may indicate any agreement or disagreement on the evaluation form and attach comments regarding such agreement or disagreement to the evaluation form. Any area indicated as improvement needed on the evaluation form will be re‐discussed with the concerned Health Care Professional approximately SCNSC within six (6) months after the issuance of the evaluation. The Health Care Professional SCNSC shall sign and date such material only as proof of receipt. The Performance Evaluation is not intended to be used as a means of discipline. Therefore, the content of such evaluation is not subject to the Grievance Procedure. Nothing in this procedure shall preclude the SCNSC from participation in the grievance process for all other contractual matters. Performance Evaluations are the responsibility of the Department Administrator with input from multiple sources. The Performance Evaluation will not be used as a basis to deny transfers pursuant to Article XII.paragraph 1018. 1015 Trial Period