In 2019, as a response to a viral #UniversityDoBetter movement, a university announced that it would create the position of independent gender auditor answerable only to the university's Board of Regents. The #UniversityDoBetter movement had arisen when a high school student started to post on social media complaints alleging sexual improprieties by some professors. Others soon followed with their own stories. Even traditional media outlets covered their stories. True to its promise, the university engaged one of its former professors with profound feminist views as gender auditor. The contract stipulated a performance review after five months of the gender auditor's being engaged. The gender auditor's performance was never the subject of any assessment by the Board of Regents. For about two years, the gender auditor submitted several candid findings on the behavior of some members of the university's faculty and administration. In January 2021, the gender auditor submitted a report that the university's management, including the Board of Regents, enabled and facilitated a hostile environment not only for women but also for those whose sexual orientation, gender identity, or gender expression were considered "nonconforming," i.e., members of the lesbian, gay, bisexual, transgender, queer, intersex, asexual, and other gender and sexual minorities (LGBTQIA+) community. This report leaked and stirred a controversy, causing the university president to be dismissed from their post.

In January 2022, after the president's dismissal, the gender auditor received a letter from the Board of Regents, requiring the submission of a performance assessment to determine whether the gender auditor can be considered a regular employee. The gender auditor seeks your advice.

Is the gender auditor still a probationary employee? Explain briefly. (2020-21 BAR)