netrashetty
Netra Shetty
The Progressive Corporation (NYSE: PGR), known as the Progressive Casualty Insurance Company through its subsidiaries, provides personal automobile insurance, and other specialty property-casualty insurance and related services in the United States. The company was co-founded in 1937 by Jack Green and Joe Lewis and is headquartered in Mayfield Village, Ohio
PROBATIONARY PERIOD
The Commonwealth requires a Probationary Period for all full-time,
part-time and restricted classified employees. Employees who are employed or
re-employed in classified positions must serve a 12-month Probationary
Period beginning on the date of employment. If an agency determines at any
time during the Probationary Period that an employee is not suited for the
job, the employee may be terminated or allowed to resign.
Human Resource Policies Related to Probationary Employees
Probationary employees are not covered or subject to provisions under a
number of the Commonwealth’s Human Resource policies. The following is a
listing of these policies:
• Standards of Conduct: Supervisors may not apply the Standard of
Conduct Policy to probationary employees. Notices of termination
should be issued in the form of a memorandum and not by a Written
Notice Form under the Standards of Conduct. The memorandum
should state that the employee is being terminated due to unsatisfactory
performance or has elected to resign during the probationary period.
3
12/18/00
• Grievance Procedure: Probationary employees do not have access to
the Commonwealth’s Grievance Procedure.
Extension of Probationary Period
The Probationary Period may be extended for up to 6 additional
months beyond the initial 12 months for performance reasons or due to
periods of leave with or without pay. However, the total Probationary Period
may not exceed 18 months, excluding periods of leave with or without pay.
Probationary Periods must be extended when employees are on leave with or
without pay, including short-term disability (Virginia Sickness and Disability
Program-VSDP), Military Leave and Leave Without Pay-Layoff. Employees
must be notified in writing if their probationary period will be extended for
performance reasons or due to leave.
The extension of the Probationary Period must be documented on a
Probationary Progress Review Form (see Appendix E, Form #1) or a
similar agency-developed form and must be approved by the supervisor of the
evaluator. The Probationary Progress Review Form must provide
information to the employee about the performance deficiencies, expected level
of performance and the amount of time the Probationary Period is extended.
A copy of the completed Probationary Progress Review Form must be given
to the employee.
When a probationary employee is placed in a different position during
the first 6 months of probation, the remainder of the 12-month probationary
requirement must be completed. Additionally, the supervisor may elect to
extend the Probationary Period not to exceed a total of 18 months. If an
employee moves or is placed in a new position during the last 6 months of his
or her probationary period, the employee’s must complete the remainder of the
12-month probationary requirement or the Probationary Period may be
extended no more than 18 months. In both cases, the employee must be
notified in writing if the Probationary Period is to be extended.
Probationary Progress Reviews/Documentation
Within the first 30 days of employment, the supervisor should establish
performance expectations for the new employee. Supervisors are encouraged
to use this as an opportunity to discuss with the incumbent the position’s
responsibilities, expected job performance and clarify any aspects of the job.
4
12/18/00
It is recommended that the supervisor evaluate and provide structured
feedback periodically to the new employee during the Probationary Period.
An interim Probationary Progress Review Form or similar form may be
completed at any time during the Probationary Period to document the
employee’s progress and to provide feedback to the employee about their
performance.
It is recommended that supervisors meet with the probationary
employee at 6 months to advise them of their progress toward meeting
established performance expectations. However, the supervisor should meet
with the probationary employee prior to the completion of the Probationary
Period and provide the employee a written assessment using the Probationary
Progress Review Form. A decline in performance or unsatisfactory
performance following the completion of an interim review during the
Probationary Period may be the basis for termination.
The supervisor should notify the employee in writing when the 12-
month Probationary Period has been satisfactorily completed. If a
probationary employee is not notified of satisfactory completion or extension
of the Probationary Period at the end of 12 months, it is understood that the
employee successfully completed the probationary requirement.
Performance Increases for Probationary Employees
Probationary employees are not eligible for an increase that recognizes
the completion of their probationary period. However, agencies have the
option to give a pro-rated November 25th performance increase to
probationary employees that are hired after the beginning of the annual
performance cycle (October 25th through October 24th of the following year).
If granted by the agency, performance increases for probationary
employees will be based on the employee’s hire date and overall performance
rating of at least “Contributor” on their most recent Probationary Progress
Review. Employees rated “Below Contributor” will not be eligible for a
performance increase. All performance increases are effective on November
25th .
The following outlines the requirements and options agencies have in
evaluating and granting pro-rated performance increases to employees who
have not completed a full performance cycle (hired or rehired after October
25th ).
5
12/18/00
• Agencies are required to evaluate employees hired/rehired between the
beginning of the performance cycle (October 25th ) and January 24th (1st
quarter of the performance year). If these employees are rated Contributor
or Extraordinary Contributor, they will be eligibility to receive a
performance increase on November 25th of 100% of the established rate for
the appropriate rating.
• Agencies are required to evaluate employees hired/rehired between January
25th and July 24th (2nd and 3rd quarter of the performance year). The highest
performance rating an employee can receive if hired during this period is
Contributor. It is optional whether an agency gives pro-rated performance
increases to employees hired between these dates. If the agency determines
that a pro-rated performance increase will be awarded, the increase will be
75% of the established rate for employees hired during the 2nd quarter of
the performance year (January 25th through April 24th ) and 50% of the
established rate if hired during the 3rd quarter of the performance year (April
25th through July 24th ).
• It is optional whether agencies evaluate and/or grant pro-rated
performance increases to employees hired during the 4th quarter of the
performance year (July 25th and October 24th ). The highest rating an
employee hired during this period of time can receive is Contributor. If a
pro-rated performance increase were granted, it would be 25% of the
established rate for the Contributor rating.
The following chart depicts the range of hire dates, evaluation and pro-
rated increase requirements/options and the percentage increase options for
probationary employees that have not completed an entire performance cycle.
PROBATIONARY PERIOD
The Commonwealth requires a Probationary Period for all full-time,
part-time and restricted classified employees. Employees who are employed or
re-employed in classified positions must serve a 12-month Probationary
Period beginning on the date of employment. If an agency determines at any
time during the Probationary Period that an employee is not suited for the
job, the employee may be terminated or allowed to resign.
Human Resource Policies Related to Probationary Employees
Probationary employees are not covered or subject to provisions under a
number of the Commonwealth’s Human Resource policies. The following is a
listing of these policies:
• Standards of Conduct: Supervisors may not apply the Standard of
Conduct Policy to probationary employees. Notices of termination
should be issued in the form of a memorandum and not by a Written
Notice Form under the Standards of Conduct. The memorandum
should state that the employee is being terminated due to unsatisfactory
performance or has elected to resign during the probationary period.
3
12/18/00
• Grievance Procedure: Probationary employees do not have access to
the Commonwealth’s Grievance Procedure.
Extension of Probationary Period
The Probationary Period may be extended for up to 6 additional
months beyond the initial 12 months for performance reasons or due to
periods of leave with or without pay. However, the total Probationary Period
may not exceed 18 months, excluding periods of leave with or without pay.
Probationary Periods must be extended when employees are on leave with or
without pay, including short-term disability (Virginia Sickness and Disability
Program-VSDP), Military Leave and Leave Without Pay-Layoff. Employees
must be notified in writing if their probationary period will be extended for
performance reasons or due to leave.
The extension of the Probationary Period must be documented on a
Probationary Progress Review Form (see Appendix E, Form #1) or a
similar agency-developed form and must be approved by the supervisor of the
evaluator. The Probationary Progress Review Form must provide
information to the employee about the performance deficiencies, expected level
of performance and the amount of time the Probationary Period is extended.
A copy of the completed Probationary Progress Review Form must be given
to the employee.
When a probationary employee is placed in a different position during
the first 6 months of probation, the remainder of the 12-month probationary
requirement must be completed. Additionally, the supervisor may elect to
extend the Probationary Period not to exceed a total of 18 months. If an
employee moves or is placed in a new position during the last 6 months of his
or her probationary period, the employee’s must complete the remainder of the
12-month probationary requirement or the Probationary Period may be
extended no more than 18 months. In both cases, the employee must be
notified in writing if the Probationary Period is to be extended.
Probationary Progress Reviews/Documentation
Within the first 30 days of employment, the supervisor should establish
performance expectations for the new employee. Supervisors are encouraged
to use this as an opportunity to discuss with the incumbent the position’s
responsibilities, expected job performance and clarify any aspects of the job.
4
12/18/00
It is recommended that the supervisor evaluate and provide structured
feedback periodically to the new employee during the Probationary Period.
An interim Probationary Progress Review Form or similar form may be
completed at any time during the Probationary Period to document the
employee’s progress and to provide feedback to the employee about their
performance.
It is recommended that supervisors meet with the probationary
employee at 6 months to advise them of their progress toward meeting
established performance expectations. However, the supervisor should meet
with the probationary employee prior to the completion of the Probationary
Period and provide the employee a written assessment using the Probationary
Progress Review Form. A decline in performance or unsatisfactory
performance following the completion of an interim review during the
Probationary Period may be the basis for termination.
The supervisor should notify the employee in writing when the 12-
month Probationary Period has been satisfactorily completed. If a
probationary employee is not notified of satisfactory completion or extension
of the Probationary Period at the end of 12 months, it is understood that the
employee successfully completed the probationary requirement.
Performance Increases for Probationary Employees
Probationary employees are not eligible for an increase that recognizes
the completion of their probationary period. However, agencies have the
option to give a pro-rated November 25th performance increase to
probationary employees that are hired after the beginning of the annual
performance cycle (October 25th through October 24th of the following year).
If granted by the agency, performance increases for probationary
employees will be based on the employee’s hire date and overall performance
rating of at least “Contributor” on their most recent Probationary Progress
Review. Employees rated “Below Contributor” will not be eligible for a
performance increase. All performance increases are effective on November
25th .
The following outlines the requirements and options agencies have in
evaluating and granting pro-rated performance increases to employees who
have not completed a full performance cycle (hired or rehired after October
25th ).
5
12/18/00
• Agencies are required to evaluate employees hired/rehired between the
beginning of the performance cycle (October 25th ) and January 24th (1st
quarter of the performance year). If these employees are rated Contributor
or Extraordinary Contributor, they will be eligibility to receive a
performance increase on November 25th of 100% of the established rate for
the appropriate rating.
• Agencies are required to evaluate employees hired/rehired between January
25th and July 24th (2nd and 3rd quarter of the performance year). The highest
performance rating an employee can receive if hired during this period is
Contributor. It is optional whether an agency gives pro-rated performance
increases to employees hired between these dates. If the agency determines
that a pro-rated performance increase will be awarded, the increase will be
75% of the established rate for employees hired during the 2nd quarter of
the performance year (January 25th through April 24th ) and 50% of the
established rate if hired during the 3rd quarter of the performance year (April
25th through July 24th ).
• It is optional whether agencies evaluate and/or grant pro-rated
performance increases to employees hired during the 4th quarter of the
performance year (July 25th and October 24th ). The highest rating an
employee hired during this period of time can receive is Contributor. If a
pro-rated performance increase were granted, it would be 25% of the
established rate for the Contributor rating.
The following chart depicts the range of hire dates, evaluation and pro-
rated increase requirements/options and the percentage increase options for
probationary employees that have not completed an entire performance cycle.