The purpose of the review period is to ensure that the employee can successfully perform the position's duties. An employer may require a six-month transition review period for any Washington general service employee hired as a layoff option or off a layoff list or the General Government Transition Pool (GGTP). Employers may not require a review period when the employee is hired into a comparable position with the same job duties. Employers may require an employee to serve a WMS review period when they accept a layoff option to another WMS position.

When a transition review period is required, the employer must provide the employee with:

1. Written notice.
2. Instruction and/or training in the duties of the new position during the review period.

During the transition review period, the employee may choose to voluntarily separate, or the employer may involuntarily separate the employee. The employer must give seven calendar days’ written notice to an employee. If during the last seven days of the transition review period, the employee commits an egregious act which warrants separation, the employer may immediately separate the employee without seven days notice.

If the employee who is serving a transition review period is involuntarily separated, the employee must be provided with a layoff option in accordance with WAC 357-46-035. If they are voluntarily separated, the employees name must be placed on any eligible layoff lists. 

If a separated employee was originally appointed from a layoff list or the GGTP, their name must be put back on all prior lists. The employee's name will remain on the lists until their initial eligibility expires or they are rehired.

The separation during the transition review period or WMS review period are not subject to appeal.