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probationary period and official's establishment
Verified 07 November 2022 - Directorate for Legal and Administrative Information (Prime Minister)
A set of officials subject to the same set of rules, called special status, fixed by decree, and intended to occupy the same posts
All the rules applicable to recruitment, promotion, promotion, remuneration, etc., to all officials who are members of the same body or framework of posts
The person from whom you come: parent, grandparent, great-grandparent,...
Day actually worked in a company or administration. There are five per week.
Objective and specific reasons, linked to the continuity of the operation of the service, which may justify the refusal by the administration of a right or benefit to a public official (part-time work, leave, etc.)
When you are recruited like civil servant, you must complete a probationary period. The same is true when you change body or framework of uses in the course of his career. The internship is a probationary period intended to enable your employer administration to check your fitness to perform your duties before you establish.
What applies to you ?
State Civil Service (EPF)
You are appointed as a probationary public servant when you are recruited into the public service as a result of competition or following a recruitment without competition.
You can also be appointed a mid-career public servant intern when you change jobs body as a result of a competition or internal promotion. In these cases, you must complete a probationary period.
Exemptions from traineeships are sometimes provided for in the event of access to a new corps during the course of a career. This is the case, for example, of certain C category officials who enter a new C category body by closed competition.
If you are already a permanent civil servant in another body of the State, a territorial employment agency or a hospital agency, you are seconded for an internship during your internship.
In the following cases, you can request the postponement of your appointment as a trainee:
- If you are pregnant, you can request the postponement of your appointment without this postponement exceeding 1 year
- If you are already a permanent civil servant in another government agency, territorial employment agency or hospital department and you are on parental leave at the time of your appointment as a probationary civil servant, you can request to postpone your appointment until the end of your parental leave
- If you are already an incumbent public servant and you are on parental leave at the time of your appointment as a probationary public servant, you may request to extend your appointment to the end of the period during which you are entitled to parental leave
- If you are already a public servant and you are on caregiving leave at the time of your appointment as a probationary public servant, you may request to extend your appointment to the end of the period in which you are entitled to the caregiving leave
Your internship can take place on your workstation and include periods of training.
It can also take place in a training school (Regional Institute of Administration - Ira, National Institute of Public Service - INSP, National Institute of Labor, Employment and Vocational Training - INTEFP, Institute for Training of Ministry Personnel in charge of Agriculture - Infoma, etc.).
The internship is a probationary period with the aim of enabling the employer's administration to verify your fitness to perform the duties appropriate to your body and rank.
At the end of the probationary period, you are entitled to become a full-time public servant.
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You are a probationary officer in a category A or B corps
The duration of your internship is fixed by the special status of the corps in which you are appointed as a trainee and are intended to be established.
The duration of your internship is usually one year.
If, at the end of the normal probationary period, your professional skills are not deemed sufficient to enable you to become established, your probationary period may be extended for a maximum period equal to the normal duration (i.e. 1 year if the duration of your probationary period is normally one year).
FYI
When your internship is extended, the extension period is not taken into account in the calculation of your seniority when you become a permanent employee, but is taken into account for retirement.
You are a probationary officer in a category C corps
The duration of your internship is one year regardless of the body in which you are appointed intern.
If, at the end of the probationary year, your professional skills are not deemed sufficient to allow your tenure, your probationary period may be extended for a maximum of one year.
FYI
When your internship is extended, the extension period is not taken into account in the calculation of your seniority when you become a permanent employee, but is taken into account for retirement.
As a probationary officer, you can request permission to work part-time for the same reasons and under the same conditions as a permanent official, unless your training involves vocational education or must be completed in a training establishment (Ira, INSP, etc.).
If you work part-time during your probationary period, your probationary period is then increased proportionately to that of a full-time probationary official.
For example, if you have to do a one-year internship, depending on your part-time quota, the duration of your internship is as follows:
Quota of working time | Duration of the course |
|---|---|
90% | 13 and a half months |
80% | 1 year 3 months |
70% | 1 year 5 months |
60% | 1 year 8 months |
50% | 2 years |
If you are recruited for the 1re once in the public service, you are paid on the basis of the 1er step of your rank.
If, before your appointment as a probationary civil servant, you were a permanent civil servant in another body of the State, a territorial employment office or a hospital or contract body in the public service or employed in the private sector, these periods of work are partially taken into account.
Consequently, you can be remunerated on the basis of a step higher than 1er step of your rank.
The requirements for taking into account these previous periods of activity vary depending on the body in which you are appointed as a learner.
If you are a permanent civil servant in another body of the State, a territorial employment office or a hospital body, you may apply for remuneration during your probationary period, on the basis of your former salary, unless otherwise provided for by the special status of the body in which you are appointed as a probationer.
If your former index salary is higher than the index salary which will be yours at your tenure, you are paid on the basis of the index salary which must be yours at your tenure.
As a probationary official, you have the same rights and obligations as a permanent official:
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Annual leave
You are entitled to annual leave under the same conditions as a regular official.
Annual leave does not affect the duration of your internship.
Leave for health reasons
When your medical condition requires it, you can take one of the following holidays:
- Ordinary sick leave (CMO)
- Long-term sick leave (LSW)
- Long-term leave (CLD)
- Leave for temporary invalidity attributable to service - Citis (up to 5 years)
If, at the end of a leave for health reasons, you are unable to resume your duties, you can be placed on unpaid leave, for a maximum of one year renewable twice.
Leave without pay and its renewal shall be granted after the medical advice.
If, at the end of paid sick leave or a period of unpaid leave, you are found permanently unfit to resume your duties, you shall be dismissed.
However, if you are a permanent civil servant in another body of the State, a territorial employment office or a hospital body, your secondment for probationary service is terminated and you are made available to your home administration.
The total duration of paid leave granted to you for health reasons shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
Example :
If you are required to complete a one-year internship and are on sick leave for 45 days, your internship is extended by 45 - 36 days (1/10e 365 days). It is therefore extended by 9 days.
In contrast, all periods of paid leave for health reasons are taken into account for retirement and, upon your tenure, in the calculation of services selected for advancement.
If you have a unpaid sick leave during your internship, the duration of your internship is extended by the number of days of unpaid sick leave granted.
If, as a result of successive leave of any kind (paid or unpaid), other than annual leave, your probationary period is interrupted for at least 3 years, you must, at the end of your last leave, repeat your entire probationary period.
Leave for family reasons
You can receive, at your request, unpaid leave of up to one year, renewable twice for the following reasons:
- Providing care to your spouse or partner of Civil partnerships: titleContent, to a child or ascendant following an accident or serious illness
- Providing care to a dependent child, your Civil partnership or partner, or a relative in the ascending line with a disability that requires someone else to be present
- Raising a child under 8 years of age
- Follow your Civil partnership or partner who has to move for business reasons
You must request to resume your duties at least 2 months before the end of your current leave.
Your internship is extended by the number of days of leave granted.
If your training period is interrupted for at least 1 year and your duties require special health conditions, you must undergo a medical examination with a doctor approved by the administration before resuming your duties.
You can also take the following holidays:
- Leave of absence motherhood or of adoption
- 3-day leave for the birth or arrival of a child placed for adoption
- Paternity and childcare leave
The total duration of such paid leave shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
On the other hand, your tenure takes effect on the date of the end of the statutory duration of your probationary period without taking into account the extension linked to your leave.
And all periods spent on leave are taken into account for retirement and, when you become a permanent employee, in the calculation of the services retained for advancement.
And all of your maternity leave is taken into account for retirement and, when you become a permanent employee, for the calculation of the services chosen for advancement.
Example :
If you need to complete a one-year internship on 1er december 2022 to november 30, 2023 and if you are on maternity leave of 112 days, your placement is extended by 76 days (112 - 36), until february 14, 2024.
Your tenure will come at the end of your internship (from February 15, 2024), but will take effect on 1er December 2023.
You can also take the following holidays:
- Parental Leave : parental leave interrupts your internship. When you become a permanent employee, the period of parental leave is taken into account for half of its duration, in the calculation of the services used for your classification and advancement.
- Family Solidarity Leave : the end date of your internship is postponed by a number of days equal to the number of days of family solidarity leave that you have used. When you become a permanent employee, the period of family solidarity leave is taken into account in full in the calculation of the services used for your classification and advancement.
- Parental leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half days of parental leave you have used. When you become a permanent employee, the days on which parental leave is used are fully taken into account in calculating the services used for your classification and advancement.
- Caregiver leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half-days of caregiving leave you have used. When you become a permanent caregiver, the days on which you take compassionate care leave are taken into account in the calculation of the services used for your classification and advancement.
If, as a result of successive leave of any kind (unpaid or remunerated), other than annual leave, your probationary period is interrupted for at least 3 years, you must, at the end of your last leave, repeat your entire probationary period.
Leave for personal reasons
You can be placed at your request and subject to service requirements, on leave for personal reasons for up to 3 months. The leave is unpaid.
Your internship is extended by the number of days of leave for personal reasons granted.
You may not be transferred, seconded, made available or laid off while you are a probationary officer.
At the end of your probationary period, if your employer's administration deems that you have demonstrated the professional skills required to perform the duties corresponding to your grade, you are confirmed.
If you don't, you're fired for incompetence. If you are already a permanent civil servant in another body of government, a territorial employment office or a hospital office, you return to your original body or office.
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Titularization
At the end of your internship, you will be tenured if your employer administration deems that you have demonstrated the professional skills required to perform the duties appropriate to your body and grade.
Your administration issues a tenure order.
If you were already a full-time public servant in another government agency, territorial job manager or hospital department before your appointment as a probationary public servant, you become the holder of the grade on which you are appointed as a probationary public servant and you lose your former rank.
If you were a member of the territorial or hospital public service, you are removed from your original job or body.
Dismissal for incompetence
If your employer administration deems that you do not have the professional skills required to perform the duties corresponding to your body and grade, it may dismiss you for professional incompetence.
Your employer administration may dismiss you for incompetence during or at the end of your internship.
Your employer's administration may dismiss you for incompetence during your traineeship if you have completed at least half of your traineeship, usually if you have completed at least 6 months of your traineeship.
In order to terminate your employment, your employer's administration must follow the same procedure as that provided for in the case of disciplinary sanction, unless your professional competence is to be assessed by a jury.
Thus, the decision to dismiss is subject to the prior opinion of the Disciplinary Board.
You are entitled to full disclosure of your individual file and all supporting documents.
The administration must inform you of this right.
During the disciplinary proceedings, you are entitled to the assistance of the defenders of your choice.
You are summoned by the Chairman of the Disciplinary Board at least 15 days before the meeting date by registered letter with acknowledgement of receipt.
You can make written or oral submissions to the Disciplinary Board and summon witnesses.
Your administration can also call witnesses.
If you were already a permanent civil servant in another government agency, territorial employment agency or hospital agency before your appointment as a probationary civil servant, your secondment for probationary service is terminated and you are reinstated to your original agency or agency.
You are not entitled to any severance pay.
Territorial (FPT)
You are appointed as a probationary public servant when you are recruited into the public service as a result of competition or following a recruitment without competition.
You can also be appointed a mid-career public servant intern when you change jobs employment framework as a result of a competition or internal promotion. In these cases, you must complete a probationary period.
Exemptions from traineeships are provided for in the event of access to a new C-category job during the course of a career, provided that at least 2 years of effective public service have been completed in a similar job.
If you are already a permanent civil servant in another employment setting or in a State or hospital body, you are seconded for an internship during your internship.
In the following cases, you can request the postponement of your appointment as a trainee:
- If you are already a full-time civil servant in another employment setting or in a state or hospital institution, and you are entitled to parental leave at the time of your appointment as a probationary civil servant, you may request to postpone your appointment until the end of the period during which you are entitled to parental leave
- If you are already a public servant and you are on caregiving leave at the time of your appointment as a probationary public servant, you may request to extend your appointment to the end of the period in which you are entitled to the caregiving leave
Your internship takes place on your workstation and includes training periods.
However, if you are appointed as a Public Servant Intern in one of the following positions: administrators, chief engineers, heritage conservators, library conservators, you are appointed as a student by the NCTF and complete your internship at the Institut national des études territoriales (INET).
Your internship at the Inet includes theoretical training periods and periods of community work.
The internship is a probationary period the purpose of which is to enable the employer's administration to verify your ability to perform the duties appropriate to your job framework and grade.
At the end of the probationary period, you are entitled to become a full-time public servant.
The normal duration of the traineeship is fixed at 1 year (unless otherwise provided for by the special status of the job manager in which you are appointed as trainee).
If, at the end of the normal probationary period, your professional skills are not deemed sufficient to enable you to be established, your probationary period may be extended for a maximum period equal to the normal duration.
FYI
When your internship is extended, the extension period is not taken into account in the calculation of your seniority when you become a permanent employee, but is taken into account for retirement.
As a probationary officer, you can request permission to work part-time for the same reasons and under the same conditions as a permanent official, unless you are required to complete a period of probationary training at a training establishment (Inet or national institute for specialized territorial studies - Inset) or if your probationary training involves vocational education.
If you work part-time during your probationary period, your probationary period is then increased proportionately to that of a full-time probationary official.
For example, if you have to do a one-year internship, depending on your part-time quota, the duration of your internship is as follows:
Quota of working time | Duration of the course |
|---|---|
90% | 13 and a half months |
80% | 1 year 3 months |
70% | 1 year 5 months |
60% | 1 year 8 months |
50% | 2 years |
If you are recruited for the 1re once in the public service, you are paid on the basis of the 1er step of your rank.
If, before your appointment as a probationary official, you were a permanent civil servant in another employment setting, a government body or hospital or contract in the public service or employed in the private sector, these periods of work are partially taken into account.
Consequently, you can be remunerated on the basis of a step higher than 1er step of your rank.
The conditions for taking into account these previous periods of activity vary according to the job framework in which you are appointed as a trainee.
If you are a permanent civil servant working in another field of employment, a government body or a hospital, you may apply for remuneration during your probationary period on the basis of your former index salary, unless otherwise provided for by the special status of the field of employment in which you are appointed as a trainee.
If your former index salary is higher than the index salary which will be yours at your tenure, you are paid on the basis of the index salary which must be yours at your tenure.
As a probationary official, you have the same rights and obligations as a permanent official:
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Annual leave
You are entitled to annual leave under the same conditions as a regular official.
Annual leave does not affect the duration of your internship.
Leave for health reasons
When your medical condition requires it, you can take one of the following holidays:
- Ordinary sick leave (CMO)
- Long-term sick leave (LSW)
- Long-term leave (CLD)
- Leave for temporary invalidity attributable to service - Citis - (up to 5 years)
If, at the end of a regular sick leave, CLM or CLD, you are unable to resume your duties, you can be placed on unpaid leave, for a maximum of one year renewable once.
However, if, at the end of 2e year of unpaid leave, you must normally be fit to resume your duties before one year, your unpaid leave can be renewed one 2me once for up to one year.
Leave without pay and its renewal shall be granted after the medical advice.
If, at the end of paid sick leave or a period of unpaid leave, you are found permanently unfit to resume your duties, you shall be dismissed.
However, if you are a permanent civil servant in another employment setting, a State body or hospital, your secondment for traineeship is terminated and you are made available to your home administration.
The total duration of paid leave granted to you for health reasons shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
For example, if you are required to complete a one-year internship and you are on sick leave for 45 days, your internship is extended by 45 - 36 days (1/10e 365 days). It is therefore extended by 9 days.
In contrast, all periods of paid leave for health reasons are taken into account for retirement and, upon your tenure, in the calculation of services selected for advancement.
If you have a unpaid sick leave during your internship, the duration of your internship is extended by the number of days of unpaid sick leave granted.
If, as a result of successive leave of any kind (paid or unpaid), other than annual leave, your probationary period is interrupted for more than one year, your employer's administration may ask you, at the end of your last leave, to repeat your entire probationary period if you have completed less than half of the normal probationary period before the interruption.
Periods of probationary service completed before and after the interruption of duties due to such leave shall be taken into account for advancement and retirement.
Leave for family reasons
You can receive, at your request, unpaid leave of up to one year, renewable twice for the following reasons:
- Provide care to your spouse, child or ascendant following an accident or serious illness
- Caring for a dependent with a disability that requires the presence of a third person
- Raising a child under 8 years of age
Your internship is extended by the number of days of leave granted.
You can also take the following holidays:
- Leave of absence motherhood or of adoption
- 3-day leave for the birth or arrival of a child placed for adoption
- Paternity and childcare leave
The total duration of such paid leave shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
On the other hand, your tenure takes effect on the date of the end of the statutory duration of your probationary period without taking into account the extension linked to your leave.
And all periods spent on leave are taken into account for retirement and, when you become a permanent employee, in the calculation of the services retained for advancement.
For example, if you have to complete a one-year internship on 1er december 2022 to november 30, 2023 and if you are on maternity leave of 112 days, your placement is extended by 76 days (112 - 36), until february 14, 2024.
Your tenure will come at the end of your internship (from 15 February 2024) but will take effect on 1er December 2023.
And all of your maternity leave is taken into account for retirement and, when you become a permanent employee, for the calculation of the services chosen for advancement.
You can also take the following holidays:
- Parental Leave : parental leave interrupts your internship. When you become a permanent employee, half of the period of parental leave is taken into account in calculating the services used for advancement to a higher step
- Family Solidarity Leave : the end date of your internship is postponed by a number of days equal to the number of days of family solidarity leave that you have used. When you become a permanent employee, the period of family solidarity leave is taken into account in its entirety in calculating the services used for your classification and advancement
- Parental leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half days of parental leave you have used. When you become a permanent employee, the days on which parental leave is used are fully taken into account in calculating the services used for your classification and advancement
- Caregiver leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half-days of caregiving leave you have used. When you become a permanent employee, the days on which the caregiving leave is used are fully taken into account in the calculation of the services used for your classification and advancement
If, as a result of successive leave of any kind (paid or unpaid), other than annual leave, your probationary period is interrupted for more than one year, your employer's administration may ask you, at the end of your last leave, to repeat your entire probationary period if you have completed less than half of the normal probationary period before the interruption.
Leave for personal reasons
You can be placed at your request and subject to service requirements, on leave, unpaid, for personal reasons, for a maximum of 3 months.
Your internship is extended by the number of days of leave for personal reasons granted.
You may not be transferred, seconded, made available or laid off while you are a probationary officer.
At the end of your probationary period, if your employer's administration deems that you have demonstrated the professional skills required to perform the duties corresponding to your grade, you are confirmed.
If you don't, you're fired for incompetence. If you are already a permanent civil servant in another job setting, a body of the state or a hospital, you return to your original job setting or body.
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Titularization
At the end of your internship, you will be tenured if your employer administration deems that you have demonstrated the professional skills required to perform the duties appropriate to your job framework and grade.
Your administration issues a tenure order.
If you were already a full-time civil servant in another job, state or hospital setting before your appointment as a probationary civil servant, you become a full-time civil servant in the grade on which you are appointed as a probationary civil servant and you lose your former grade.
If you belonged to the state or hospital public service, you are removed from your original body.
Dismissal for incompetence
If your employer administration finds that you do not have the professional skills required to perform the duties appropriate to your job framework and grade, it may dismiss you for incompetence.
Your employer administration may dismiss you for incompetence during or at the end of your internship.
Your employer's administration may dismiss you for incompetence during your traineeship if you have completed at least half of your traineeship, usually if you have completed at least 6 months of your traineeship.
In order to terminate your employment, your employer's administration must follow the same procedure as that provided for in the case of disciplinary sanction.
Thus, the decision to dismiss is subject to the prior opinion of the Disciplinary Board.
You are entitled to full disclosure of your individual file and all supporting documents.
The administration must inform you of this right.
During the disciplinary proceedings, you are entitled to the assistance of the defenders of your choice.
You are summoned by the Chairman of the Disciplinary Board at least 15 days before the meeting date by registered letter with acknowledgement of receipt.
You can make written or oral submissions to the Disciplinary Board and summon witnesses.
Your administration can also call witnesses.
If you were already a full-time civil servant in another job, state or hospital setting before your appointment as a probationary civil servant, it is placed at your secondment for a probationary period and you are reinstated in your original job or hospital setting.
You are not entitled to any severance pay.
Hospital (FPH)
You are appointed as a probationary public servant when you are recruited into the public service as a result of competition or following a recruitment without competition.
You can also be appointed a mid-career public servant intern when you change jobs body as a result of a competition or internal promotion. In these cases, you must complete a probationary period.
Exemptions from traineeships are sometimes provided for in the event of access to a new corps during the course of a career.
This is the case, for example, of certain C category officials who enter a new C category body by closed competition.
If you are already a permanent civil servant in another hospital, state or territorial body of employment, you are seconded for an internship during your internship.
In the following cases, you can request the postponement of your appointment as a trainee:
- If you are pregnant, you can request the postponement of your appointment without this postponement exceeding 1 year
- If you are already a permanent civil servant in another hospital, state or territorial body of employment and you are on parental leave at the time of your appointment as a probationary civil servant, you can request to postpone your appointment until the end of your parental leave.
- If you are already an incumbent public servant and you are on parental leave at the time of your appointment as a probationary public servant, you may request to extend your appointment to the end of the period during which you are entitled to parental leave.
- If you are already a public servant and you are on caregiving leave at the time of your appointment as a probationary public servant, you may request to extend your appointment to the end of the period during which you are entitled to the caregiving leave.
Your internship can take place on your workstation and include periods of training.
It can also take place in a training school (Graduate School in Public Health - EHESP).
The internship is a probationary period for the purpose of enabling the employer's administration to verify your ability to perform the duties appropriate to your body and rank.
At the end of the probationary period, you are entitled to become a full-time public servant.
The normal duration of the traineeship is fixed at 1 year (unless otherwise provided for by the special status of the body in which you are appointed trainee).
If, at the end of the normal probationary period, your professional skills are not deemed sufficient to enable you to be established, your probationary period may be extended for a maximum period equal to the normal duration.
FYI
When your internship is extended, the extension period is not taken into account in the calculation of your seniority when you become a permanent employee, but is taken into account for retirement.
As a probationary officer, you can request permission to work part-time for the same reasons and under the same conditions as a permanent official, unless your probationary period involves vocational education or is to be completed in a training establishment.
If you work part-time during your probationary period, your probationary period is then increased proportionately to that of a full-time probationary official.
For example, if you have to do a one-year internship, depending on your part-time quota, the duration of your internship is as follows:
Quota of working time | Duration of the course |
|---|---|
90% | 13 and a half months |
80% | 1 year 3 months |
70% | 1 year 5 months |
60% | 1 year 8 months |
50% | 2 years |
If you are recruited for the 1re once in the public service, you are paid on the basis of the 1er step of your rank.
If, before your appointment as a probationary official, you were a full-time official in another hospital, state or territorial or contractual employment in the public service or employed in the private sector, these periods of work are partially taken into account.
Consequently, you can be remunerated on the basis of a step higher than 1er step of your rank.
The requirements for taking into account these previous periods of activity vary depending on the body in which you are appointed as a learner.
If you are a permanent civil servant in another hospital, state or territorial body of employment, you may apply for remuneration during your probationary period on the basis of your former index salary, unless otherwise provided for by the special status of the body in which you are appointed as a trainee.
If your former index salary is higher than the index salary which will be yours at your tenure, you are paid on the basis of the index salary which must be yours at your tenure.
As a probationary official, you have the same rights and obligations as a permanent official:
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Annual leave
You are entitled to annual leave under the same conditions as a regular official.
Annual leave does not affect the duration of your internship.
Leave for health reasons
When your medical condition requires it, you can take one of the following holidays:
- Ordinary sick leave (CMO)
- Long-term sick leave (LSW)
- Long-term leave (CLD)
- Leave for temporary invalidity attributable to service - Citis - (up to 5 years)
If, at the end of a leave for health reasons, you are unable to resume your duties, you can be placed on unpaid leave, for a maximum of one year renewable twice.
Leave without pay and its renewal shall be granted after the medical advice.
If the medical board considers that you will be fit to resume your duties during the 4e year, your unpaid leave can be renewed for a 3e times.
If, at the end of paid sick leave or a period of unpaid leave, you are found permanently unfit to resume your duties, you shall be dismissed.
However, if you are a permanent civil servant in another hospital, state or territorial body of employment, your secondment for traineeship will be terminated and you will be made available to your home administration.
The total duration of paid leave granted to you for health reasons shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
For example, if you are required to complete a one-year internship and you are on sick leave for 45 days, your internship is extended by 45 - 36 days (1/10e 365 days). It is therefore extended by 9 days.
In contrast, all periods of paid leave for health reasons are taken into account for retirement and, upon your tenure, in the calculation of services selected for advancement.
If you have received a unpaid sick leave during your internship, the duration of your internship is extended by the number of days of unpaid sick leave granted.
If, as a result of successive leave of any kind (paid or unpaid), other than annual leave, your probationary period is interrupted for at least 3 years, you must, at the end of your last leave, repeat your entire probationary period.
Leave for family reasons
You can receive, at your request, unpaid leave of up to one year, renewable twice for the following reasons:
- Providing care to your spouse or partner of Civil partnerships: titleContent, to a child or ascendant following an accident or serious illness
- Providing care to a dependent child, your Civil partnership or partner, or a relative in the ascending line with a disability that requires someone else to be present
- Raising a child under 8 years of age
- Follow your Civil partnership or partner who has to move for business reasons
You must request to resume your duties at least 2 months before the end of your current leave.
Your internship is extended by the number of days of leave granted.
You can also take the following holidays:
- Leave of absence motherhood or of adoption
- 3-day leave for the birth or arrival of a child placed for adoption
- Paternity and childcare leave
The total duration of such paid leave shall not be taken into account as probationary time only for 1/10e the normal duration of your internship.
Above 1/10e, your internship is extended by that amount.
On the other hand, your tenure takes effect on the date of the end of the statutory duration of your probationary period without taking into account the extension linked to your leave.
And all periods spent on leave are taken into account for retirement and, when you become a permanent employee, in the calculation of the services retained for advancement.
For example, if you have to complete a one-year internship on 1er december 2022 to november 30, 2023 and if you are on maternity leave of 112 days, your placement is extended by 76 days (112 - 36), until february 14, 2024.
Your tenure will come at the end of your internship (from 15 February 2024) but will take effect on 1er December 2023.
And all of your maternity leave is taken into account for retirement and, when you become a permanent employee, for the calculation of the services chosen for advancement.
You can also take the following holidays:
- Parental Leave : parental leave interrupts your internship. When you become a permanent employee, the period of parental leave is taken into account for half of its duration, in the calculation of the services used for your classification and advancement.
- Family Solidarity Leave : the end date of your internship is postponed by a number of days equal to the number of days of family solidarity leave that you have used. When you become a permanent employee, the period of family solidarity leave is taken into account in full in the calculation of the services used for your classification and advancement.
- Parental leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half days of parental leave you have used. When you become a permanent employee, the days on which parental leave is used are fully taken into account in calculating the services used for your classification and advancement.
- Caregiver leave : the end date of your internship is postponed by a number of working days equal to the number of days and, optionally, half-days of caregiving leave you have used. When you become a permanent caregiver, the days on which you take compassionate care leave are taken into account in the calculation of the services used for your classification and advancement.
If, as a result of successive leave of any kind (unpaid or remunerated), other than annual leave, your probationary period is interrupted for at least 3 years, you must, at the end of your last leave, repeat your entire probationary period.
You may not be transferred, seconded, made available or laid off while you are a probationary officer.
At the end of your probationary period, if your employer's administration deems that you have demonstrated the professional skills required to perform the duties corresponding to your grade, you are confirmed.
If you don't, you're fired for incompetence. If you are already a permanent civil servant in another hospital, state or territorial employment agency, you return to your original employment agency or agency.
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Titularization
At the end of your internship, you will be tenured if your employer administration deems that you have demonstrated the professional skills required to perform the duties appropriate to your body and grade.
Your administration issues a tenure order.
If you were already a full-time civil servant in another hospital, state or territorial agency prior to your appointment as a probationary civil servant, you become a full-time civil servant of the grade on which you are appointed as a probationary civil servant and you lose your former grade.
If you were a member of the State or territorial civil service, you are removed from your original body or job framework.
Dismissal for incompetence
If your employer administration deems that you do not have the professional skills required to perform the duties corresponding to your body and grade, it may dismiss you for professional incompetence.
Your employer administration may dismiss you for incompetence during or at the end of your internship.
Your employer's administration may dismiss you for incompetence during your traineeship if you have completed at least half of your traineeship, usually if you have completed at least 6 months of your traineeship.
In order to terminate your employment, your employer's administration must follow the same procedure as that provided for in the case of disciplinary sanction, unless your professional competence is to be assessed by a jury.
Thus, the decision to dismiss is subject to the prior opinion of the Disciplinary Board.
You are entitled to full disclosure of your individual file and all supporting documents.
The administration must inform you of this right.
During the disciplinary proceedings, you are entitled to the assistance of the defenders of your choice.
You are summoned by the Chairman of the Disciplinary Board at least 15 days before the meeting date by registered letter with acknowledgement of receipt.
You can make written or oral submissions to the Disciplinary Board and summon witnesses.
Your administration can also call witnesses.
If you were already a permanent civil servant in another hospital, state or territorial employment agency before your appointment as a probationary civil servant, it is placed at your secondment for probationary service and you are reinstated in your original body or employment agency.
You are not entitled to any severance pay.
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