Probationary & Provisional Planning & Assessment

Click on the link below to access the Wayne LEADS Probationary/Provisional Form. This document is an MS Word document.

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Important Notes on Completing the Form:

This form is an MSWord document, not a PDF and as such information can be added to the form as you would for any normal MSWord document.
The Overall Progress Assessment Summary Rating is not automatically calculated so the supervisor needs to take into consideration all the ratings assigned to the objectives.
The form will need to be printed before checking the recommendation for continued service or not and for it to be signed. If the employee wishes to comment on the Progress Assessment Summary, he/she will need to manually write on the summary page. If the employee requires more space for comments, he/she may attach an additional sheet to the form as long as it is noted in the box.

The Wayne LEADS Process is somewhat different for new non-represented employees or employees who transfer/promote/demote (click here for Total Compensation & Wellness definitions -- pp. 6 & 7) into a non-represented position. See instructions below:

New Non-Represented Employees (Probationary Assessment)

In the case of new non-represented employees, an Initial Planning meeting should be held within the first 14 days of the employee's start date; A Progress Review should be completed after the employee works 90 days (3 months) and the Progress Review should be completed up to, but no later than 180 days (6 months).

Phase I: Initial Planning

Part A: Performance Objective Plan & Assessment

For new non-rep employees, the expectation is that Part A: Performance Objective Plan & Assessment will be completed. In this case the new employee will not be able to start the process (as is normally the procedure for Wayne LEADS) as the employee will not have enough information about the job to start the process. This portion of the form should be discussed and completed at the employee's department orientation or within the first two weeks of the employee's first day. The supervisor will need to provide the new employee with 2-5 performance objectives. These objectives will not be weighted (as is normally the procedure for Wayne LEADS). If the position is not brand new, the supervisor should be able to use similar, if not the same objectives from the incumbent employee. Supervisor's and Employee's Comments can be included at this point as well at any Phase.

Part B: Competency Assessment

There will not be enough information for the supervisor and employee to complete an effective Competency Assessment; however, the supervisor should review this section of the form with the new employee as an assessment will be completed and discussed at the Progress Review 90 days (3 months) later. There is no Employee Development Plan for a Probationary Employee.

Part C: Summary

This is not done until the end of the Probationary Period and needs to be completed up to, but no later than 180 days (6 months).

Phase II: Progress Review

Part A: Performance Objective Plan & Assessment

At 90 days (3 months), a status update needs to be completed by the supervisor on the Phase II: Progress Review section of Part A so the employee is given feedback on how well he/she is doing on the Performance Objectives. Supervisor's and Employee's Comments can be included at this point as well at any Phase. If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part still WILL need to be completed for documentation purposes.

Part B: Competency Assessment

The employee should assess his/her skills by completing the competency assessment and clicking in the appropriate box for the competency level for each of the core competencies. The supervisor needs to review the employee's assessment of skills and discuss the assessment at the Progress Review meeting. Supervisor's and Employee's Comments can be included at this point as well at Phase III: Progress Assessment. This can be used as a starting point for when the employee is fully on the Wayne LEADS Process. If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part will NOT need to be completed.

Part C: Summary

This is not done until the end of the Probationary Period and needs to be completed up to, but no later than 180 days (6 months). If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part still will NOT need to be completed (as a termination letter will be given in lieu of the summary).

Phase III: Progress Assessment

Part A: Performance Objective Plan & Assessment

The supervisor will complete an assessment of the Performance Objectives on the Phase III: Progress Assessment portion of Part A by providing status comments and assigning a rating for each objective and then an Overall Progress Assessment Summary Rating:

PROGRESS ASSESSMENT RATINGS
Progress Exceeded Expectations	EE
Progress Met Expectations	ME
Progress Did Not Meet Expectations	NME

Supervisor's and Employee's Comments can be included at this point as well at any Phase.

Part B: Competency Assessment

The supervisor should review the previous assessment and note any major changes from the last Progress Review. Otherwise this can be used as a starting point for when the employee is fully on the Wayne LEADS Process.

Part C: Summary

The supervisor should provide a Summary of Performance in the box provided. Upon completion, the supervisor needs to print the form, manually check the appropriate box to either "recommend this employee for continued service" or "NOT recommend this employee for continued service". Then the supervisor needs to sign the form and obtain the signature of the second level reviewer before discussing the assessment with the employee. At the Progress Assessment meeting, the supervisor should give the employee a chance to write in comments and then sign the form. Copies need to be made for the employee and the supervisor and the original sent to Human Resources, Employment Service Center. Please double check with your Business Affairs, Associate Director or your Personnel Manager whether he/she will turn in the original to Human Resources or not.

Transferred/Promoted/Demoted Non-Represented Employees (Provisional Assessment)

In the case of transferred/promoted/demoted non-represented employees, an Initial Planning meeting should be held within the first 14 days of the employee's start date; A Progress Review should be completed after the employee works 45 days and the Progress Review should be completed up to, but no later than 90 days (3 months).

Phase I: Initial Planning

Part A: Performance Objective Plan & Assessment

For transferred/promoted/demoted non-rep employees, the expectation is that Part A: Performance Objective Plan & Assessment will be completed. In this case, the employee will not be able to start the process (as is normally the procedure for Wayne LEADS) as the employee will not have enough information about the job to start the process. This portion of the form should be discussed and completed at the employee's department orientation or within the first two weeks of the employee's first day. The supervisor will need to provide the employee with 2-5 performance objectives. These objectives will not be weighted (as is normally the procedure for Wayne LEADS). If the position is not brand new, the supervisor should be able to use similar, if not the same objectives from the incumbent employee. Supervisor's and Employee's Comments can be included at this point as well at any Phase.

Part B: Competency Assessment

There will not be enough information for the supervisor and employee to complete an effective Competency Assessment; however, the supervisor should review this section of the form with the employee as an assessment will be completed and discussed at the Progress Review 45 days later. There is no Employee Development Plan for a Provisional Employee.

Part C: Summary

This is not done until the end of the Provisional Period and needs to be completed up to, but no later than 90 days (3 months).

Phase II: Progress Review

Part A: Performance Objective Plan & Assessment

At 45 days, a status update needs to be completed by the supervisor on the Phase II: Progress Review section of Part A so the employee is given feedback on how well he/she is doing on the Performance Objectives. Supervisor's and Employee's Comments can be included at this point as well at any Phase. If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part still WILL need to be completed for documentation purposes

Part B: Competency Assessment

Part C: Summary

This is not done until the end of the Provisional Period and needs to be completed up to, but no later than 90 days (3 months).If the employee is not going to be retained at this point, contact your HR Consultant to determine the next steps, but this part still will NOT need to be completed (as a termination letter will be given in lieu of the summary).

Phase III: Progress Assessment

Part A: Performance Objective Plan & Assessment

PROGRESS ASSESSMENT RATINGS
Progress Exceeded Expectations	EE
Progress Met Expectations	ME
Progress Did Not Meet Expectations	NME

Supervisor's and Employee's Comments can be included at this point as well at any Phase.