• Within the first 30 days of employment, the manager and employee meet to discuss and clarify performance expectations and training/development plans.

• Following the meeting, the employee enters approximately three first-year goals; the standard goal applicable to all first-year VCU employees (see below) and two job-specific goals into Talent@VCU and sends them to the manager for approval. 

Standard Probationary Goal:

Throughout my first year, I will integrate and familiarize myself with the VCU community, its strategic plan, VCU’s culture of diversity and inclusion, university and department policies and procedures, and my position expectations and standards. I will actively and regularly engage in discussion with my manager and management team about positional and personal expectations and milestones.

• The manager observes the employee and periodically provides coaching and feedback.
• At six months, the manager completes the six-month probation period review in Talent@VCU.
• At six-months of employment, the manager and employee meet to discuss the six-month progress review and confirm expectations for the remainder of the probationary period.
• The manager and employee continue to meet periodically to discuss performance.

Note: The manager may request an extension of the probationary period if there are performance, training or behavioral issues up to the 10th month of employment. The manager must contact their HR Professional and VCU Employee Relations to request an extension.

• The manager completes the 12-month end-of-probation period review in Talent@VCU.
• During month 12, the manager and employee meet to review the first year of employment. If the employee has met expectations for the probation period, the manager and employee discuss goals and expectations for the remainder of the performance management cycle.
• The employee follows instructions to enter/update goals in Talent@VCU.

• Talent@VCU user guide for first year employees
• Talent@VCU user guide for managers of first year employees

If the employee completes the probationary period between Jan. 1 and April 30, the employee will transition to the current performance cycle.

• Employee will enter new goals in Talent@VCU
• Start date will be the day after the probationary period ends
• End date will be Dec. 31

If the employee completes the probationary period between May 1 and Sept. 30, the employee will transition to the current performance cycle.

• Employee will enter new goals in Talent@VCU
• Start date will be the day after the probationary period ends
• End date will be Dec. 31
• Employee will not participate in a mid-year review

If the employee completes the probationary period between Oct. 1 and Dec 31, the employee will transition to the next performance cycle.

• Employee will enter new goals in Talent@VCU
• Start date will be the day after the probationary period ends
• End date will be Dec. 31
• Employee will not participate in the current performance cycle annual review