DATE
ISSUED
11/15/90
DATE
REVISED
08/01/98
POLICY
It
is
the
policy
of
Saint
Louis
University
to
have
a
six-month
orientation
period
for
all
staff.
This
period
is
designed
to
allow
an
appropriate
orientation,
training,
and
evaluation
period
for
newly
hired
staff
members
and
current
staff
members
who
transfer,
or
are
promoted/demoted
to
a
new
position.
SCOPE
This
policy
applies
to
all
staff
of
Saint
Louis
University,
with
the
exception
of
those
with
written
contracts
or
collective
bargaining
agreements.
PROCEDURE
An
orientation
period
is
a
period
of
time
devoted
to
the
development
and
evaluation
of
the
employee
in
the
new
position.
It
is
also
a
time
for
the
employee
to
be
able
to
assess
his
or
her
aptitude
and
interest
in
the
job.
If,
for
whatever
reason,
the
University
or
employee
conclude
that
continued
employment
is
not
in
their
best
interests,
the
relationship
may
be
terminated
at
any
time.
Except
where
specifically
stated
otherwise
in
the
University's
policies,
employees
required
to
complete
an
orientation
period
have
the
same
benefits
as
all
other
Saint
Louis
University
employees.
Upon
hiring
a
new
employee,
a
supervisor
should
follow
this
procedure:
1. In
an
initial
meeting,
the
supervisor
shall
provide
the
employee
with
a
clear
understanding
of
the
duties
and
expectations
of
the
position.
He
or
she
should
ensure
that
the
new
employee
has
a
copy
of
the
job
description.
The
supervisor
should
also
make
clear
to
the
employee
the
expected
level
of
performance,
and
give
an
indication
of
how
and
when
performance
will
be
evaluated.
2. The
supervisor
shall
provide
training,
guidance,
and
feedback,
giving
the
new
employee
the
opportunity
to
reach
the
desired
level
of
performance
in
a
timely
manner.
This
means
that
the
supervisor
will
monitor
performance
throughout
the
orientation
period.
The
supervisor
may
also
assign
a
senior
employee
a
role
in
training
a
new
employee.
3. All
employees
are
subject
to
the
corrective
counseling
policy;
however,
supervisors
of
employees
in
an
orientation
will
not
normally
be
required
to
complete
all
steps
of
the
policy
prior
to
terminating
an
unsatisfactory
employee.
Supervisors
should
consult
with
the
Human
Resources
office.
4. Such
corrective
counseling
and/or
disciplinary
action
should
be
carefully
documented
and
communicated
to
the
employee
with
appropriate
copies
filed
with
the
Human
Resources
office.
5. During
the
sixth
month,
the
supervisor
should
complete
a
written
performance
appraisal
and
discuss
it
with
the
employee.
The
supervisor
also
must
recommend
if
the
employee
has
successfully
completed
the
orientation
period.
If
he
cannot
make
that
recommendation,
he
must
contact
the
Human
Resources
office
to
discuss
what
personnel
action
his
supervisory
documentation
supports.
Employees
who
have
completed
their
orientation
period
will
continue
to
be
covered
by
the
University's
policies
for
staff
employees
and
receive
periodic
performance
evaluations
and
appraisals.
6. Employees
who
transfer
or
are
promoted
are
required
to
complete
a
new
orientation
period.
In
the
event
that
such
an
employee
is
not
able
to
successfully
complete
the
orientation
period,
the
supervisor
and
the
Human
Resources
office
will
attempt
to
place
the
employee
in
another
position
within
the
University.
7. In
normal
circumstances,
a
new
employee
will
not
be
approved
to
take
vacation
during
the
orientation
period.
However,
there
may
be
occasions
when
approval
may
be
given.
To
ensure
consistent
administration,
a
written
request
must
be
made
by
the
employee
to
the
supervisor
who
will,
in
conjunction
with
the
appropriate
Human
Resources
Office,
approve
or
deny
the
request.
This
provision
does
not
apply
to
employees
who
are
transferred
or
promoted
within
Saint
Louis
University
who
have
accrued
vacation.
