Page 1 of 2
Administrative (Non-Clinical) Policy
UWHC only (Hospital Administrative-entity wide) UWMF only (entity wide)
UWHC Departmental (indicate name) UWMF Departmental (indicate name)
UWHC and UWMF (shared)
Policy Title: Probationary Period
Policy Number: 9.52
Effective Date: November 1, 2015
The probation period is a specified duration established for the purpose of determining and subsequently
evaluating the performance of regular status employees. A carefully structured probation period can also
be an important factor in establishing initial employee attitudes and work habits that often become a
permanent part of the employee's performance characteristics.
II. PERSONS AFFECTED
This policy only applies to UWHC Authority regular status employees and excludes Graduate Medical
A. New or Rehired Employees
1. All new or rehired regular status employees of UWHC Authority shall undergo a six (6)
month mandatory probation period. Employees will be given at least one written
performance evaluation during or at the end of the probation period, unless the employee
is terminated from employment prior to the end of their probationary period. In such
cases, the employee must be notified in writing for the reason(s) for the termination.
2. The department manager, in consultation with an Employee Relations Consultant (ERC),
has discretion to extend the probation period up to an additional six (6) months for any of
the following reasons:
a. there has been an unanticipated change in duties of the job;
b. the employee is absent more than five (5) scheduled workdays within the
c. the employee enters a formal UWHC training program that lasts more than five
(5) work days;
d. the employee has been provided a disability related accommodation and
additional time is needed to assess the impact;
e. the employee has shown a substantial decline in performance.
f. there has been a change in supervision;
g. the employee has taken a leave of absence; and/or
Page 2 of 2
h. other extenuating circumstances
The employee will be notified in writing of an extension and the reason(s) for
it. A waiver of an extension of a probationary period may occur if the department
manager, in consultation with an ERC, determines the employee has met the
conditions that prompted the extension.
3. During probation, an employee may be terminated without advance notice and without
the right of appeal. Such discharge must not, however, conflict with any federal or state
law. The department manager may take such action only after consultation with an ERC.
The employee must be informed in writing of the reason(s) for the termination.
B. Promotion, Transfer or Demotion
1. When a current employee accepts another position within UWHC, the employee shall
serve a six (6) month probationary period. At the conclusion of the probation period, the
employee will be given a written performance evaluation.
2. If the department manager, in consultation with an ERC determines during the probation
period that the employee's performance is not satisfactory, the employee may be
terminated from employment. The employee shall be notified in writing of the
termination. If appropriate, the employee may be given a defined period of time, not to
exceed ninety (90) days, to apply for and secure another position with UWHC. In such
cases, the manager, in consultation with the ERC, may place the employee on an unpaid
leave of absence during this time or have the employee continue working.
C. An employee will not be eligible to apply for, or request a transfer to, another position until
successful completion of the probationary period. An exception can be made by management, in
consultation with an ERC, if appropriate.
This Policy creates no rights, contractual or otherwise. Statements of policy obtained herein are not made
for the purpose of inducing any person to become or remain an employee of UWHC, and should not be
considered "promises" or as granting "property" rights. UWHC may add to, subtract from and/or modify
this Policy at any time. Nothing contained in this Policy impairs the right of an employee or UWHC to
terminate the employment relationship at-will.
Sr. Management Sponsor: VP, Human Resources
Author: Director, Employee Relations
Approval Committee: Administrative Policy and Procedure Committee
President, University of Wisconsin Hospitals
Chief of Clinical Operations
Previous revision: November 2012
Next revision: November 2018