AFSCME Contract - MMB Home - Minnesota Management & Budget

For probationary periods that begin on or after the effective date of this Agreement,
employees who promote or transfer prior to the completion of their probationary period and
are required to serve a new probationary period, shall complete their probationary period in
the previous class on the same date that they successfully complete their probationary
period in the new class and/or agency. If the employee does not successfully complete
probation in the new class and/or agency, the employee shall return to the former class
and/or agency and resume the probationary period at the point it was interrupted.
7. Employees demoted during or at the end of a probationary period shall have the time
in the higher class count toward the probationary period in the class to which such
employees are demoted, except as provided in 6 above.
D. Probationary Evaluation. During the probationary period, the Appointing Authority shall
conduct a minimum of one (1) performance counseling review of the employee's work
performance at the approximate mid-point of the probationary period and furnish the employee
with a written copy of the evaluation. Whenever practicable, intermittent employees shall have
an initial performance review ninety (90) working days into their appointment. Employees shall
be informed of areas of needed improvement.
E. Trial Period. Employees who have been appointed to a new class or transferred and required
to serve a probationary period shall have a trial period of fifteen (15) calendar days for the
purpose of evaluation. During this trial period, the employee may elect to return to the former
position. An employee who returns to a former class under this section shall accrue seniority
as if continually employed in the former class.
F. Non-certification. An Appointing Authority who does not certify a probationary employee shall
notify the employee in writing with a copy to the Local Union of the reasons for the noncertification.
The Union shall have the right to challenge such reasons through the third step of
the grievance procedure. However, for any grievance other than non-certification, employees
with permanent status in another class and serving a subsequent probationary period shall not
be denied use of Article 17 through the arbitration process.
The employee who is non-certified shall be returned to his/her former class within the seniority
unit from where the employee came, and if a vacancy exists, to the same geographic area. An
employee who returns to a former class under this section shall accrue seniority as if
continually employed in the former class. If there is no vacancy in the employee’s former class
and seniority unit, the layoff provisions of this Agreement shall apply. An employee who is noncertified
following recall from a Seniority Unit Layoff List shall be returned to the layoff list for
the time remaining.
See also, Article 15, Layoff and Recall, Section 3.D.3.g. Claiming.
Section 11. Performance Evaluations. See Article 18, Section 10, Performance Evaluations.
ARTICLE 13 - PROMOTIONAL RATINGS
Promotional ratings required by the Appointing Authority in conjunction with a position’s selection
assessment shall be prepared for each employee who is an applicant for that position in an
objective manner. No employee will be rated by a supervisor who is an applicant for the same
position. Prior to being processed by the Appointing Authority the employee's final rating shall be
discussed with the employee by the supervisor who signs the rating form and a signed copy of the
rating shall be furnished to the employee.
2013-2015 AFSCME Contract – Page 33