(A)   The training/learning period gives new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to learn whether the new position meets their expectations. The city uses this period to provide the appropriate training and to evaluate employee capabilities, work habits and overall performance.
   (B)   Original and promotional appointments shall be tentative and subject to a training/learning period of not less than six consecutive months of service.
   (C)   If a longer period is necessary to demonstrate an employee’s qualifications, the probationary period may be extended; however, a probationary period shall not be extended beyond nine months. The employee shall be notified in writing of any extension and the reasons therefor.
   (D)   A new employee shall earn vacation credit during the training/learning period, to be taken when it is permitted under the city’s vacation policy.
   (E)   The supervisor shall share verbal assessments with the employee at significant milestones of the training/learning period. At the end of the period, the supervisor shall inform the employee of the successful transition from probational to regular employment status. The information shall be in writing to the employee with a copy to the personnel file and the supervisor and the employee shall discuss what has been achieved during the period and what each expects of the ongoing employment relationship.
   (F)   During the training/learning period, either the employee or the city may end the employment without appeal.
   (G)   In the case of promotional appointments, the promoted employee may be demoted at any time during the training/learning period without appeal.
(Res. 2010-23, passed 11-4-2010)