3 NOV 1986
COMPLETION OF THE PROBATIONARY PERIOD. Once an employee has
satisfactorily completed a probationary period in accordance with paragraph 6.a. of this
Instruction, the employee may not be required to serve another such probationary period
regardless of the number of agencies, occupations, or positions in which he/she serves.
Completion of the probationary period is documented in the employee's Official Personnel
Folder (OPF) IN accordance with FPM Supplement 296-33.
RELATIONSHIP TO THE PROBATIONARY PERIOD FOR COMPETITIVE
APPOINTMENT. If, upon appointment, an employee is required to serve both a
probationary period under this Instruction and a probationary period required in conjunction
with an initial competitive appointment, the latter probationary period takes precedence.
Completion of the 1 year probationary period for competitive appointment fulfills the
requirement for supervisory or managerial probation.
COAST GUARD OBLIGATION DURING THE PROBATIONARY PERIOD.
Training. In order to prepare and equip new supervisors and managers for the
demands of the job, the competencies and possible developmental needs of each such
employee should be considered and appropriate training, as well as other support and
assistance, should be provided.
Full and Fair Evaluation. New supervisors and managers who are required to serve a
probationary period must be given an opportunity to prove themselves during that
period. In order to assure a fair trial period, specific performance standards must be
developed for evaluation of probationers and made known to them upon initial
appointment to the supervisory or managerial position. Probationers must be kept
advised of their progress during that period based on those standards. The Coast
Guard has an obligation to give new supervisors and managers adequate opportunity
to prove themselves and should direct efforts at helping them succeed.
FAILURE TO SATISFACTORILY COMPLETE THE PROBATIONARY PERIOD.
Unsatisfactory Performance. Satisfactory completion of the probationary period is a
prerequisite to continuation in a supervisory or managerial position. If, after a
reasonable trial, an evaluation of the employee reveals deficiencies in supervisory or
managerial performance, the employee must be returned or reassigned to a
nonsupervisory or nonmanagerial position. Because of the need for a fair evaluation
of performance, action to return or reassign an employee to a nonsupervisory or
nonmanagerial position may not be taken during the first 90 calendar days following
appointment to a supervisory or managerial position. However, this 90 day
requirement does not apply to actions taken against employees serving probationary
periods for new competitive appointments or to actions for reasons other than
satisfactory performance of supervisory and managerial duties.