University Policies and Procedures Manual (previously Business Policies and Procedures Manual)

UPPM 60.31

For more information contact:
   Human Resource Services
   509-335-4521 / hrs@wsu.edu

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1.0   Overview and Purpose

Probationary and trial service periods provide an opportunity for the employing department to observe and assess an employee’s work and to train and aid the employee in adjusting to a new position. These periods allow the University to determine whether or not to grant the employee permanent status in that classification.

A new employee who does not have permanent status with the State of Washington, or who has had a break in service since holding permanent status, must serve a probationary period when appointed to a civil service position.

An employee who has passed a probationary period and holds permanent status with the State of Washington may be required to serve a trial service period even when they hold permanent status in the classification, e.g., in the case of promotion or transfer. (See UPPM 60.29 for more information.)

2.0   Applicability

This section applies to civil service employees.

An employee covered by a collective bargaining unit agreement is to refer to the applicable agreement regarding probationary and trial service periods.

3.0   Requirements

3.1   Length of Periods

Probationary and trial service periods are for six months.

A probationary or trial service period is affected by the use of leave without pay (LWOP). If an employee uses LWOP for an entire shift, their probationary or trial service period is extended on a day-for-day basis. (WAC 357-31-355, WAC 357-19-065.)

3.1.a   Request for Extension

An appointing authority may submit a written request to the Chief Human Resource Officer (CHRO), or their designee, for an extension of a probationary or trial service period. Such a request and approval must be for extraordinary reasons.

The Director of HRS must receive the written request for extension at least seven business days prior to the end of the six-month probation or trial service period.

3.2   Probationary Period Separation

An appointing authority may separate a probationary employee who has not successfully completed his or her probationary period, in accordance with WAC 357-46.

To help ensure compliance with state regulations, the appointing authority should contact HRS for assistance prior to initiating a separation during a probationary period.

A probationary employee must receive a minimum of one calendar day’s written notice before being separated.

An individual separated during a probationary period does not have the right to appeal the separation, in accordance with WAC 357-46-190.

3.3   Administration

Human Resource Services (HRS) is responsible for overseeing and approving personnel actions including separations for probationary and trial service employees at all WSU locations systemwide.

3.4   Trial Service Reversion

Reversion is defined as the voluntary or involuntary movement of an employee during the trial service period, resulting in placement in a position or on the employer’s internal layoff list (WAC 357-01-290). (See also UPPM 60.29.)

3.4.a   Department-Initiated Reversion

The appointing authority may revert any employee who fails to meet the employer’s standards during the trial service period. The appointing authority must provide the employee with seven calendar days’ written notice. Note: If during the last seven days of a trial service period, the employee commits an egregious act which warrants reversion, the appointing authority may immediately revert the employee without seven calendar days’ notice (WAC 357-19-105).

Upon reversion, the employee has the rights provided by WAC 357-19-115 and WAC 357-19-117 (see also Section 3.4.c below).

To ensure compliance with state regulations, the appointing authority should contact HRS for assistance prior to initiating a trial service reversion.

3.4.b   Voluntary Reversion

Within 30 calendar days from the date of appointment, an employee may voluntarily revert during a trial service period by providing seven calendar days’ written notice to the appointing authority.

After 30 calendar days from the date of appointment, an employee may voluntarily revert only at the discretion of the appointing authority to which the employee has reversion rights. The employee should contact HRS to assist with the voluntary reversion process.

3.4.c   Reversion Options

A permanent employee who does not satisfactorily complete the trial service period has the right to revert to a position, if available, in accordance with the following:

• For an employee reverting from trial service following a promotion, transfer, or elevation, WSU must revert the employee to a vacant position for which the employee satisfies competencies and other position requirements and which is:
  • Allocated to the class the employee last held permanent status in; or
  • If no positions are available, allocated to a class which has the same or lower salary range maximum.

• For an employee reverting from trial service following a voluntary demotion, WSU must revert the employee to a vacant position:
  • For which the employee satisfies the competencies and other position requirements; and
  • Is allocated to a class which has the same or lower salary range maximum as the class from which the employee is reverting.

If the reverted employee is not returned to a permanent position in the class in which the employee last held permanent status, the employee may request to be placed on the internal layoff list.

3.4.d   Appeal

An employee reverted during a trial service period does not have the right to appeal.

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Revisions:  Feb. 2026 (Rev. 652); June 2009 (Rev. 342); June 2006 – new policy (Rev. 281).