This directive sets out the requirement for new employees to serve a probationary period. It covers the length of probation, extension of probation, and dismissal or termination during the probationary period.
An individual starting employment in the public service in a full- or part-time permanent position or a temporary position will serve a probationary period.
On satisfactory completion of the probationary period, an employee may be granted permanent appointment. An individual who is hired specifically for a temporary position may be granted a temporary appointment.
Once an employee has served the required probationary period in a temporary or permanent position in the Alberta Public Service, the employee is not required to serve a further probationary period upon appointment or promotion to another position, provided there is no break in service (PDF, 880 KB).
Length of probation
A person appointed to a position in a bargaining unit class will serve the probationary period specified in the appropriate subsidiary agreement of the Collective Agreement.
A person who is appointed to a position in a bargaining unit class but whose position is excluded will serve the probationary period prescribed in the appropriate subsidiary agreement of the Collective Agreement.
A person who is appointed to a position in a bargaining unit class but whose position is management class or an opted out, excluded position, other than in a bargaining unit class, will serve a 12-month probationary period.
Recognition of prior service
The deputy head may decide to count all or part of any previous relevant employment in the public service towards the required probationary period.
Extension of probationary appointment
If an employee's suitability for continued employment in the public service cannot be determined during the probationary period, the deputy head may extend the probationary appointment. Normally, the length of this extension would not exceed the length of the original probationary period.
The process for extending probationary appointments for bargaining unit employees is set out in the Collective Agreement.
If an employee holds a position in an opted out, excluded, or management class, or an excluded position in a bargaining unit class, an extension requires written notice to the employee at least one month before the end of the normal probationary period.
If an employee holds a position in an opted out, excluded, or management class, or an excluded position in a bargaining unit class, and is terminated during the probationary period, the deputy head may review the termination. The deputy head's decision is final and binding.
About this directive
|Authority:||Collective Agreement, Article 27 |
Public Service Act (Section 19)
Public Service Employment Regulation (PDF, 880 KB)
|Application:||Organizations under the Public Service Act|
|Effective Date:||October 1, 1997 (reviewed July 4, 2009)|
|Contact:||Alberta Public Service Commission: |
Labour and Employment Policy and Programs; Talent Acquisition Policy
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