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‚ÄčAll employees, except term employees, have to serve an initial probation period before being appointed to permanent status. At the start of the probationary period, employees will be advised of expectations regarding standards of performance.

If the employee has not qualified for the position at the end of 12 months of actual service, the permanent head supervising the employee may extend the probationary period of employment for one additional period not to exceed six months.

To find out more about probationary periods see below:

 In-Scope Probationary Period

All employees, except term employees, have to serve an initial probation period before being appointed to permanent status. At the start of the probationary period, employees will be advised of expectations regarding standards of performance.

If the employee has not qualified for the position at the end of 12 months of actual service, the permanent head supervising the employee may extend the probationary period of employment for one additional period not to exceed six months.

For In-scope employees, the probationary period for employees working a minimum of 40 per cent of full-time hours is 12 months, and 24 months for those employees working less than 40 per cent of full-time hours.

Upon successful completion of the initial probationary period, an employee will be afforded the appropriate seniority and employment security rights of a permanent employee.

For more information, please refer to the SGEU Collective Bargaining Agreement or the CUPE Collective Bargaining Agreement.

 Out-of-Scope Probationary Period

Unless waived by the Public Service Commission, out-of-scope employees shall serve a probationary period of 12 months in the following situations:

  • Initial appointment of an employee, promotion of a permanent employee, promotion of a permanent employee on probation, promotion of an employee on initial probation, transfer of an employee on initial probation, transfer of a permanent employee on probation.

A permanent employee may be required to serve a probationary period, at the discretion of the Permanent Head, in the following situations:

  • Transfer of a permanent employee, demotion of a permanent employee, demotion of a permanent employee on probation, appointment from a re-employment list.

No probationary period is required for an employee who holds permanent status in a position that has been reclassified.

For more information on out-of-scope probation, please refer to the HR Manual or the Public Service Regulations, 1999.

‚ÄčIf you have any questions or require more information please contact:

hrsc@gov.sk.ca

Phone: 1-877-852-5808 or 306-798-0000

Fax: 1-877-852-9219 or 306-798-9966

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2100 Broad Street, Regina, SK, S4P 1Y5

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