PART 1: PROBATIONARY PERIOD-REGULAR EMPLOYEES

1. Probationary Status: The probationary period is an essential part of the employment process and is used as an assessment period for employees and supervisors. Probationary employees have no entitlement or expectation to continued employment during the probationary period. During the probationary period, an employee may be terminated with or without cause and without cause and disciplined or terminated without recourse to the pre- or post-action grievance procedures, except in cases alleging discrimination. Probationary employees may be terminated after having obtained approvals from the assistant vice president for human resource services and the appropriate dean or vice president. A probationary employee may also resign without notice at any time during the probationary period.
2. Length of Probationary Period: The length for each probationary period served the first 6 months of employment with NMSU for regular nonexempt employees, and the first 12 months of employment with NMSU for regular exempt employees. Time served in a non-regular hire status does not apply towards completion of the initial probationary period.

PART 2: ADJUSTMENT TO LENGTH OF PROBATIONARY PERIOD

Individual Extension of Employee Probationary Status: The director/department head may exercise discretion to request an extension of probationary period when an employee’s performance demonstrates a need for additional time to acquire the skills required for the job. Requests to extend a subsequent probationary period should be submitted in writing two weeks prior to completion of the probationary period, supported by a performance evaluation, and forwarded to the Office of People Relations for consideration.

PART 3: PROBATIONARY PERIOD EVALUATION REPORT – NONEXEMPT EMPLOYEES

Prior to completion of the probationary period, the supervisor must complete the Performance Evaluation Form and forward it, along with a Personnel Action Form, through channels to the office of Human Resource Services for inclusion in the employee's personnel file.

Related

Cross-Reference:

ARP 10.10 – Staff Disciplinary Action/Involuntary Termination
ARP 7.01 – Staff Compensation

ARP 9.05 - Staff Performance Evaluation

Revision History:

12/05/2023 Amendment approved by President 
10/13/2020 Amendments approved by Chancellor
08/10/2020 Provisional Amendment implemented by Chancellor
2017 Recompilation, formerly Rule 8.50 Parts 1–5
06/21/2016 Recompilation approved by Chancellor
10/21/2015 Policy 8.50 approved as initial Rule 8.50 by Board of Regents
07/21/2015 Amendment to Policy 8.50 approved by Board of Regents
04/27/2015 Provisional Amendment to Policy 8.50 implemented by Chancellor
07/29/2009 Amendment to Policy 8.50 ratified by Board of Regents
09/09/2008 Amendment to Policy 8.50 approved by Administrative Council
10/22/2007 Amendment to Policy 8.50 ratified by Board of Regents