Policy 201 - Orientation Period

Policy Number: 201
Responsible Office: HR/HR Services
Effective Date: 4/1/01
Revised: 7/10/03; 2/1/10; 11/1/11; 8/1/12; 8/3/17


The Orientation Period applies to full-time and regular part-time administrators and staff during the first three (3) months of employment, as well as employees who convert to a fulltime or regular part-time position from temporary or student worker status.


The first three months of employment (90 days) are considered to be an Orientation Period during which a new employee is trained and evaluated in the performance of his or her job. At the beginning of the Orientation Period, a supervisor sets performance objectives with the employee. The supervisor evaluates the employee’s performance at the end of the three-month period and provides verbal feedback on progress. This evaluation of the employee’s performance should lead to a decision to retain him or her as a regular employee or to terminate his or her employment with the University. Successful completion of the Orientation Period does not signify a guarantee of continued employment for any particular period. Under Employment at Will (see policy #101) both the University and its employees have the right to terminate the employment relationship at any time, with or without cause or reason.

Using the University’s performance management program, Recognize Excellence and Development (RED), as a guide, the supervisor and employee should discuss responsibilities and expectations for the initial three-month period, and review the University’s Core Values and Mission as they integrate with and are expressed by the Core Competencies identified by RED. (See policy #202 for more about the performance management program.)

At the end of the Orientation Period, the supervisor should meet with the employee to discuss progress and provide verbal feedback. The supervisor does not need to complete the RED form at this time nor contact Human Resources, provided the employee is meeting expectations. If at any time during the Orientation Period an employee is not meeting expectations, the supervisor should notify HR Services right away, so that assistance and counseling can be provided, as appropriate. Questions regarding an employee’s performance should be directed to HR Services on the Queens campus at extension 1502.

Employees who leave the University and are rehired may be subject to a new Orientation Period according to University policy. See Breaks in Service and Rehire, policy #126.

St. John's University, New York
Human Resources Policy Manual