A.   References.

B.   Policy

1. Length of Probationary Period. Upon initial appointment to a supervisory position, an employee in the competitive service is required to complete a one-year probationary period. Upon initial appointment to a managerial position in the competitive service, a separate one-year probationary period for managers is also required, except in cases where an individual's duties in an assignment to a supervisory position required substantive, recognizable, managerial responsibilities, and such responsibilities were performed in a fully successful manner. Such determinations shall be made at the time of entry into the managerial position, by Bureau Personnel Officers on a case-by-case basis. This authority may be redelegated.


2. Time-limited Appointments.   A probationary period is required of an employee temporarily appointed, promoted, or reassigned to a supervisory or managerial position for more than 120 days. Such temporary service is creditable toward completion of a subsequent probationary period required under a permanent appointment, promotion or reassignment to a supervisory or managerial position.

   An employee who is temporarily reassigned or promoted to another supervisory or managerial position, without a break in service, while serving a probationary period shall have such temporary service credited toward completion of the probationary period.

   Satisfactory completion of the prescribed probationary period is required for continuance in the position. If the employee fails to complete the probationary period, he/she is entitled to be assigned to a position at no lower grade and pay than the position the employee left to accept the supervisory or managerial position.

   Details, temporary promotions, or temporary reassignments to non-supervisory or non-managerial positions during the probationary period will extend the probationary period by the number of days served under the non-supervisory/non-managerial assignment.

C.   Documentation and Reporting

Certification.    The supervisor of each employee serving a supervisory/managerial probationary period must, no later than the end of the 10th month of such period, certify that the employee's supervisory/managerial performance has been found satisfactory or that it has been found unsatisfactory. Each certification must contain a recommendation as to whether or not the employee should be retained in the position. The certification will be documented on DOJ Form 546, Supervisory or Managerial Probationary Period Report. Upon completion and review by the servicing Personnel Office, the completed certification is filed on the right-hand side of the employee's Official Personnel Folder.

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Last Updated Sept. 28, 2004
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