Supervisory and Managerial Probationary Period

1. Purpose

The success of GSA programs depends on the quality of supervision from GSA supervisors and managers.  The probationary period gives new supervisors and managers a chance to develop the unique skills and abilities that cannot readily be taught or developed in other kinds of positions.  The probationary period provides the opportunity to assess the new supervisor’s or manager’s performance (not technical ability or program knowledge) and ascertain their success or return them to a non-supervisory or non-managerial position if warranted.

2.  Background

This Order is updated to reflect current Federal regulations, guidance and business practices.

3. Scope and applicability

Upon initial appointment to a permanent supervisory or managerial position, an employee is required to complete a supervisory or managerial probationary period probationary period of one year. 

     a.   Coverage:  This Order applies to appointments and positions with or without time limitation in the competitive service and excepted service.  This requirement must be met whether the appointment results from lateral reassignment, promotion, or demotion. 

     b.   Exclusions:  This Order does not apply to members of the Senior Executive Service, or employees serving on temporary limited positions of one year or less..

     c.   The Office of Inspector General (OIG) has independent personnel authority.  See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as amended (Inspector General is authorized “to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers and duties of the Office of Inspector General”) and GSA Order ADM P 5450.39D GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority).  Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management. 

4.  Cancellation

CPO 9430.1 Supervisory and Managerial Probationary Periods, is cancelled. 

5.  Responsibilities

The supervisor or manager is responsible for assessing the new appointees’ supervisory or managerial performance during the probationary period and making a determination on whether the appointee has successfully complete this initial period.  

6.  Revision

This revision brings the Order into compliance with current Federal regulations, guidance and business practices.  This revision includes the following: 

     a.   Service in a non-supervisory or non-managerial position during the supervisory probationary period is not creditable.  5 CFR 315.906(b). 

     b.   Updating terms in policy, sections, IG statement and table of contents. 

     c.   Resolution of disputes includes appropriate appeals to Merit Systems Protection Board or the Equal Employment Opportunity Commission.  5 CFR 315.908(b) & 315.909(b). 

     d.   An employee who is returned to a non-supervisory non-managerial position because of performance deficiency or conduct during the probation period must receive a written notice prior or as the permanent action is 
 taken.  315.907(c). 

     e.   Upon completion of the probationary period GSA Form 3192 is to be filed on the permanent side of the official personnel folder. 

     f.    Managers who have satisfactorily completed a probationary period as a supervisor as justified on the basis of performance and experience are not required to serve an additional probationary period.  5 CFR 315.904(b

6.  Implementation

This issuance must be carried out in accordance with applicable laws and regulations.