Merit Trainee Program

The Merit Trainee Program is a structured pathway for employees to gain the experience and training necessary to reach a journey-level classification within the university’s merit employment system. It’s designed to support career development while maintaining performance standards and departmental flexibility.

Departments must work with University Human Resources to:

Develop training programs (in-house or vendor-based)
Ensure compliance with compensation and classification guidelines

Pay Progression

Trainees receive a 2.25% increase every 6 months, contingent on performance and training progress.
Increases are calculated based on program completion and experience level.
Example progression:
- TR1 + TR2 = 1 year
- TR3 may be assigned if candidate has 1 year of experience.
- Journey level status depends on the position.

Training Program Design

Departments are responsible for developing the training program, which may include:

On-the-job training
Department-specific learning manuals
Periodic evaluations every 6 months
In-house training or external training provided by outside vendors

Performance Monitoring

Evaluations ensure trainees are progressing and eligible for scheduled increases.
If performance expectations are not met, increases may be withheld.
Departments may extend training timelines (e.g., allow an extra month to complete requirements).
Failure to reach journey level within the designated timeframe may result in termination, though departments may
request exceptions.

Minimum Requirements

Requirements vary by position and determine training duration.
- Some trainee positions may require candidates to have a minimum amount of prior experience before enrolling
  in the program.

Recruitment & Selection Process for Trainees

Departments may:

Post dual listings for trainee and qualified candidates
Advertise trainee roles via Jobs@Iowa
Interview and select top candidates
Determine the number of trainees based on departmental capacity

Frequently Asked Questions

Is the trainee program at-will?

Yes. Employment through the trainee program is at-will, meaning either party can end the relationship at any time.

Are trainees subject to a probationary period?

No. There is no formal probationary period for trainees or for employees classified to journey-level positions. However, the training period itself serves as a performance evaluation phase.

How is the trainee progression determined?

Progression is based on:

Performance evaluations
Accumulated work experience.
- For example, a trainee with 1 year of relevant experience may start at TR3.

What are the experience requirements for reaching journey-level?

Journey-level timelines vary by position. Some trainee programs may require up to four years to reach journey-level status, while others may take as little as two years. To view time frame details for specific trainee roles, visit the Iowa Board of Regents Pay Plans.

What happens if a trainee doesn't meet expectations?

If performance issues are identified:

Pay increase may be temporarily withheld.
Continued employment may be reevaluated if journey-level status isn't achieved in time.

Note: Departments may extend training dealines to ensure the trainee reaches journey-level status.

Can a department require previous experience before entering the trainee program?

Yes. Some roles have minimum requirements.

Example: Hospital Security Officer Trainees must have 1 year of security experience before entering the program.

Do trainees receive benefits?

Yes. Trainees receive the same benefits and leave as other employees. Merit trainees are also covered under the Merit contract, but cannot vote on contract rules while in trainee status.