Each appointment to a permanent position will include a probationary period of no more than a year. The probationary period is considered an extension of the selection process. During this time, the department will continue to assess your ability to perform the job. The length of the probationary period is established by the county and is the same for each position within a classification.

A written performance appraisal will be made to the employee at least twice during the probationary period, once before completion of the first half of the probationary period and again before the end of the probationary period. If a performance report is not prepared, a probationary employee automatically acquires permanent status in the career service unless formally rejected for cause.

An employee in a permanent position who is working less than a normal work week will remain on probation for an hourly equivalent of the probationary period.

If an employee is on an extended leave of absence during the probationary period, the probationary period may be recalculated with Merit System Services approval.

The appointing authority is responsible for rejecting a probationary employee if the employee's conduct or performance is unsatisfactory. An employee who has been rejected during their probationary period may only appeal the termination if he or she believes the termination was the result of discrimination or because of political affiliation.