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8.3 Any regular full-time employee going to regular part-time employment will retain his/her sick leave and vacation benefits. However, the employee will accrue vacation and sick leave proportionally to the amount of time worked. Health benefits will also be paid in proportion to time worked. A regular full-time employee going to regular part-time employment in the same classification will not be required to serve a probationary period. ARTICLE 9 PROBATIONARY PERIOD 9.1 Objective The probationary period is an integral part of the examination process and is utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to his position, and for rejecting any probationary employee whose performance does not meet required work standards. 9.2 Duration All original and promotional appointments made of employees, who are members of the management bargaining unit as of October 1, 1986, shall be subject to a probationary period of six (6) months. For employees who become members of the bargaining unit after October 1, 1986, the probationary period shall be one (1) year. 9.3 Extension or Reduction of Probationary Period Upon written recommendation of a probationary employee's department head and approval of the Human Resources Director, a probationary period may be shortened or lengthened by any period of time up to and including six (6) months. An extension or reduction of the probationary period shall be based on the employee's performance. 9.4 Regular Appointment At the end of the probationary period, if the department head desires to make a regular appointment of the probationary employee, he shall file with the Human Resources Director a written statement to the effect that the employee's services are satisfactory. If the employee's services are not satisfactory, the department head shall file a written statement rejecting the probationer, or requesting an extension as defined in Section 9.3.