The Introductory Period Policy:
- Reflects the at will nature of employment that is both a part of an introductory period and an employee’s regular employment at the University.
- Requires supervisors to set goals with the new employee, regularly gauge progress toward those goals and evaluate a new employee’s performance during the introductory period using Drexel’s online employee performance management system (EPM).
- Allows supervisors who find that an employee is not performing satisfactorily during the introductory period the opportunity to either
- extend the introductory period or
- terminate employment, following consultation with Human Resources. Formal Performance Improvement actions are not required during this period of employment, but feedback and clear expectations are.
- Applies a consistent introductory period to new hires, employees who transfer from one position to another, and former Drexel employees who are rehired.
Accessing the Introductory Period Performance Evaluation
After a HR team member has kicked off your employee's/your Introductory Period Performance Evaluation, you can access it through the online performance evaluation software:
- Log in to DrexelOne
- Select the "Employees" tab
- Select "More BannerWeb Services"
- Select "Performance Management"
Please make sure that pop-ups are enabled in your browser. If you select "Performance Management" and only see a blank screen, use the following instructions to enable the pop-ups:
- Click on the bar that appears under the URL field on your browser and select "Always Allow Pop-ups from this Site"
- Select the ‘Performance Management’ link again
Process for Introductory Period Evaluations
- Employee attends new hire orientation
- HR kicks off employee's Introductory Period Evaluation
- The supervisor meets with new employee to set expectations for the first 90 days, review the job description, and develop performance goals for the Introductory Period. The supervisor and/or the employee records performance goals in the online performance management tool (EPM).
- The supervisor and employee use the notes function in the EPM throughout the Introductory Period to record progress, challenges, observations, and other key information.
- Before the 90 day Introductory Period is over, the supervisor rates the employee on each performance goal and competency using a three point rating scale of Achieved, Partially Achieved, or Did Not Achieve. The supervisor also makes sure that the employee has completed a Conflict of Interest and Preventing Workplace Harassment Training (these are noted in the Next Steps tab).
- Employee and supervisor discuss the evaluation.
- Employee and supervisor electronically sign the evaluation.
Manager Training for Introductory Period Evaluations
An Introductory Period Performance Evaluation online training is available for managers. It can be accessed through Career Pathway (available on through the Employees tab in DrexelOne).
For questions regarding the Introductory Period Performance Evaluations, consult the Introductory Period Policy (Drexel Introductory Policy, DUCOM Introductory Policy), or contact Kathy Choy at firstname.lastname@example.org or 215-895-1661. For questions regarding the online performance evaluation software, please contact Lindsay Snyder at email@example.com or 215-895-2776.