MSPB: A good place to start is by communicating with probationers and their supervisors about the process. Image: showcake/Shutterstock.com
By: FEDweek StaffA new MSPB publication contains a reminder of the agency’s position that the probationary period for newly hired federal employees is under-used, adding that “there are many steps agencies can take to improve” its use without a change in law.
“A good place to start is by communicating with probationers and their supervisors about the process,” says the publication, which highlights key findings of MSPB research in recent years. Before being hired, “candidates need to understand that they will be required to serve a probationary period, what they need to do to succeed, and the consequences for failing” and afterward, they “need to understand how they are doing throughout the process and what the agency will do to help them succeed in the new position.”
“Therefore, supervisors need to establish clear performance standards, set benchmarks for successful performance, assess and strive to meet training needs, evaluate performance, and regularly communicate with probationers to let them know how they are doing,” it says.
Supervisors in turn “should receive training regarding their role during the probationary period, how to manage probationers’ performance, and the process for finalizing probationers’ selections at the end of the period.” Supervisors should keep track of when an employee is at the midpoint of the probationary period and when the period is coming to an end, but HR offices additionally should have a process for reminding them of those points, it said.
It added that probationers’ appointments are automatically finalized unless supervisors or HR take specific action to intervene, but agencies may “institute internal processes that require supervisors to proactively certify that probationers have met the requirements of probation before the end of the period.”
“This step would create more accountability for the decision whether to keep the new employee. Just keep in mind that because regulations do not require certification, lack of certification is not grounds for termination. Therefore, the agency must keep on top of the process,” it said.
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