26 Questions
Which of the following personnel are covered under the probationary period policy outlined in the text?
All Fire Rescue personnel, including rehired personnel, covered under the collective bargaining unit
What is the purpose of the policy outlined in the text?
To establish criteria for the probationary period for all new, rehired, and promoted employees of St. Johns County Fire Rescue
According to the policy, which of the following statements is true for new hires and rehired employees hired after October 1, 2003?
Their probationary period will be one (1) year of continuous, uninterrupted employment
How does the policy handle leave without pay during the probationary period?
Leave without pay is allowed, but the probationary period is extended by the number of days taken as leave without pay
What is the probationary period for promotional probationary employees, according to the policy?
Six (6) months of continuous, uninterrupted employment
Which of the following statements is true regarding the probationary period for personnel not covered under the collective bargaining unit?
They will follow the County Administrative Code for their probationary period
What happens to an employee's probationary period if they take unpaid leave during that time?
It is extended
Which employees are considered 'at-will' according to the text?
Probationary employees
When can new hire or rehired probationary employees start using vacation or sick leave benefits?
After 6 months
How is Department seniority determined for new hire or rehired probationary employees?
Based on the initial or adjusted date of employment
What happens if a promotional probationary employee cannot perform the job adequately?
They go back to their former position with no loss of seniority
When can new probationary employees be eligible for a merit increase on October 1?
After 6 months of service by October 1
Under what conditions can the County extend the probationary period for new hires and rehired employees?
By increments of up to 90 days at a time
What is the exception to new or rehired personnel not being granted paid leave during the first 182 calendar days?
Funeral leave
'Trade time' is not granted to new or rehired personnel unless approved by whom?
'Operations Section Chief'
'New or rehired personnel on probation' must pass what assessments before being considered for overtime assignments?
'Scheduled assessments by the Training Section'
What is the primary purpose of performance evaluations according to the text?
To identify training needs
How often are written performance evaluations conducted for probationary employees?
Both at the end of the 182-day period and upon completion of probation
Who is responsible for preparing the initial performance evaluation?
Both A and B
Can a higher-level supervisor change the final evaluation rating given by the immediate supervisor?
No, they can only add comments as an addendum
What are the possible overall rating categories for performance evaluations?
Outstanding, very effective, effective, marginally effective, ineffective
What happens if an employee receives an overall rating of 'marginally effective' or 'ineffective'?
They are placed on a six-month performance improvement period
Can an employee grieve an annual performance evaluation?
Yes, if the evaluation results in the employee being denied a pay increase
What is the purpose of the 'Special performance evaluations or written counseling' mentioned in the text?
To address performance issues and provide improvement plans
Where are copies of the completed performance evaluations maintained?
In both the Personnel Services file and the employee's CBC folder
What information is included in the Collective Bargaining Agreement regarding promotions?
All of the above
Study Notes
Probationary Period
- Scope: All Fire Rescue personnel covered under the collective bargaining unit, including rehired personnel.
- Purpose: To establish criteria for probationary period for all new, rehired, and promoted employees of St. Johns County Fire Rescue.
- All new bargaining unit employees, including rehired employees, will be probationary employees and must successfully complete a probationary period before attaining regular status.
- Probationary period for new hires and rehired employees: 1 year of continuous, uninterrupted employment.
- Probationary period for promotional probationary employees: 6 months of continuous, uninterrupted employment.
Probationary Period Rules
- New hire or rehired probationary employees will be considered “at-will” employees and may be disciplined or discharged without recourse to the grievance and arbitration procedure.
- During probationary period, new hire or rehired probationary employees will accrue, but not be permitted to use, vacation, or sick leave benefits for the first 6 months.
- Provisions as to Department seniority will not apply to new hire or rehired probationary employees.
- Department seniority will date back to the initial or adjusted date of employment after an employee successfully completes their probationary period.
Promotional Probationary Employees
- If the promotional probationary employee fails to demonstrate that they can completely perform the job within the promotional probationary period, the County will return the employee to their former position classification, without any loss of Department seniority.
Merit Increase
- New probationary employees, excluding promotional probationary employees, must have successfully completed 6 months of service prior to October 1 to be eligible for a merit increase on October 1, subject to a satisfactory performance evaluation.
Probationary Period Extension
- The County will have the authority to extend the probationary period for new hires and rehired employees on an individual basis in increments of no more than 90 days, up to a maximum probationary period of 18 months.
New Personnel Rules
- New or rehired personnel on probation will not be granted paid leave (vacation, holiday, and sick) time during the first 182 calendar days.
- New or rehired personnel on probation will not be granted trade time during the first 182 calendar days, unless specifically approved by the Operations Section Chief.
- New or rehired personnel must pass scheduled assessments by the Training Section prior to consideration for overtime assignments.
- New or rehired personnel will not be considered for classes/courses that are Department sponsored during the first 182 calendar days of employment.
Evaluations
- Purpose: To set standardized evaluations for all fire-rescue personnel.
- Evaluations will be performed at the end of the first 182-day probationary period and/or once probation is completed.
- Evaluations will include a statement stating that the member does or does not comply with the County Safety Policy.
- Evaluations will note an overall rating from one of the following five categories: outstanding, very effective, effective, marginally effective, or ineffective.
- Personnel who receive an overall evaluation of marginally effective or ineffective will be placed on a 6-month performance improvement period.
Promotions
- Purpose: To identify areas whereby personnel can find information relative to the Department’s promotional processes.
- Promotional details are fully defined and listed in the Collective Bargaining Agreement (CBA).
- Refer to the current CBA for full details concerning promotion qualifications and procedures.
Learn about the established criteria for the probationary period for all new, rehired, and promoted employees of the St. Johns County Fire Rescue. This quiz covers the probationary period requirements and guidelines for fire rescue personnel.
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