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responsibilities. At the completion of three (3) months of employment in the new position, the
employee’s performance will be assessed using the Employee Performance Appraisal System
(EPAS). At that time, it is expected that the supervisor will discuss the employee’s performance
and establish a plan for addressing identified performance issues. At the completion of six (6)
months of employment in the new position, a final probationary period performance assessment
will be completed using EPAS. Both three-month and six-month probationary period
assessments must be completed in the EPAS system.

For employees hired or transferred to Police Officer and Firefighter trainee positions, the
probationary period will be twelve (12) months. The first probationary period performance
assessment will be done at the completion of the recruit school training, usually after six (6)
months, using the established recruit school assessment protocols. The final probationary period
assessment will be completed at the end of twelve (12) months of employment. The final
probationary period assessment will be completed using the form provided in EPAS.

Should the City’s annual employee performance appraisal period take place during the
newly hired, promoted or transferred employee’s probationary period, the employee’s
performance will be appraised and merit pay adjustments will be applied according to the
scheduled percentages or amounts approved by City Council. In this event, the three-month and
six-month probationary period performance assessments are still required to be documented
using the EPAS system.

At the end of the probationary period, the employee’s job performance must be
satisfactory as indicated by a minimum Solid Performer rating. Employees failing to achieve
satisfactory performance at the end of the probationary period may be terminated. Employees
terminated under this policy may exercise their rights in accordance with the City’s grievance
policy.

Performance Evaluation Period

All eligible employees shall receive a performance evaluation on a fiscal year cycle for
the period July 1 – June 30. Evaluations are completed online through the Employee
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Performance Appraisal System (EPAS). The evaluation period opens on April 15 of each year,
and all evaluations should be completed by May 31st of each year. Promotion, demotion, and/or
transfer within or to another department will not affect your evaluation period.

Full-time and part-time employees are eligible to receive an evaluation and merit
increase, if rated solid performer or greater, prorated based upon the number of weeks/months
worked during the evaluation period. Employees who receive a written disciplinary action during
the evaluation year may not receive a final rating higher than “Strong Performer.”

If an employee is not actively working, excluding an employee called to active duty, at
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the end of the evaluation period; or has been on a leave of absence or light duty for six months

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Light duty is defined as a temporary assignment or modified work duty to an alternative position or duties in which the
employee is not performing the essential functions of his/her regularly assigned position to address work restrictions. An
City of Winston-Salem Employee Handbook November 2014 Revision 13