The Orientation Period is used to determine if a new employee’s performance successfully meets the expectations of the role and if continued employment is warranted. The Orientation Period shall consist of the first ninety (90) days of employment (including transfer or promotion within the organization). During this time, the employee’s supervisor will work with them to establish clearly defined performance goals; educate about the competencies of the position; provide the employee with positive feedback regarding strengths and progress, share constructive feedback in reference to any deficiencies observed; and assess whether the employee’s performance meets the expectations of the position.

If deficiencies are identified during the Orientation Period, the supervisor will provide an opportunity for the employee to improve performance, demonstrate competencies, and/or achieve stated goals. If deficiencies are significant or persist throughout the Orientation Period and appear to compromise the employee’s ability to successfully perform the job further action may be taken including termination of employment or extension of the Orientation Period.  A decision to pursue termination of employment or extension of the Orientation Period must be made in consultation with Human Resources.

At various times during the Orientation Period, full-time and part-time employees will begin to be eligible for benefits as currently offered by CIA and described elsewhere in this Handbook.