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PROBATION AND CONFIRMATION POLICY

The Probation and Confirmation Policy outlines a six-month probationary period for new employees, with monthly performance reviews conducted by line managers based on specific criteria. Employees receive support and monitoring, while the business benefits from a consistent approach and reduced recruitment costs. If performance standards are not met, a structured action plan is developed, with potential outcomes including extension of the probationary period or termination of employment.

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4 views

PROBATION AND CONFIRMATION POLICY

The Probation and Confirmation Policy outlines a six-month probationary period for new employees, with monthly performance reviews conducted by line managers based on specific criteria. Employees receive support and monitoring, while the business benefits from a consistent approach and reduced recruitment costs. If performance standards are not met, a structured action plan is developed, with potential outcomes including extension of the probationary period or termination of employment.

Uploaded by

sujaarya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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PROBATION AND CONFIRMATION POLICY

The aim of this policy is to provide a fair opportunity for the employees to settle down and demonstrate
their ability, for the manager to make a realistic assessment of their overall performance and to ensure
that the employee’s performance is reviewed during the probationary period.

The six month probationary period will be reviewed at monthly intervals by the line manager and
criteria will be:
• attendance,
• time keeping,
• conduct,
• job performance,
• ability to carry out tasks,
• duties and responsibilities, and
• level of job-related knowledge.

The criteria will be assessed by means of a Probation Review Form (Appendix I) and notes made as to
whether the employee’s performance is:
• Excellent (outstanding performance),
• Very Good (high performance level),
• Good (a good sound performance),
• Unacceptable (lower than the standard required).

The benefits to the employee are:


• programmed support,
• monitoring of work with agreed targets,
• identified mentor, and
• communication on progress.

Benefits to the business are:


• a consistent approach to all new employees,
• close monitoring of all new employees,
• to provide training and support where needed,
• higher retention and lower recruitment costs.
If the employee fails to meet the required standard at the first review meeting the following action must
be taken:
• discuss relative issues,
• give praise for jobs well done,
• offer training where necessary,
• develop action plan with timetable.

If the employee fails to meet the required standard at the second review meeting the following action
must be taken:
• review the action plan,
• assess performance using criteria,
• offer further development or assistance, and
• develop a further action plan with timetable.

If the employee fails to meet the required standard at the third review meeting the following action
must be taken:
• review the action plan,
• assess performance using criteria,
• offer further development or assistance,
• Inform the employee that if there is no improvement by the fourth review meeting, the manager
may take either of the following options :
- extend the probationary period,
or
- terminate the employee’s contract.
APPENDIX I

PROBATIONARY PERIOD REVIEW

Six Month Assessment

Employee: …………………………………………. Start Date: ………….………………….

Role: ……………………………………… Line Manager: …………………….......

Excellent Very Good Good Unacceptable

Leadership

Communicating
Effectively
Client Focus

Personal
Effectiveness
Working
Together
Continuous
Learning
Continuous
Improvement
Expertise in Role

Knowledge of Role: ……………………………………………………………….…..

……………………………………………………………………….………………….

…………………………………………………………………………………….…….

Quality of Work: ……………………………………………………………………….

…………………………………………………………………………………………..

…………………………………………………………………………………………..

Working Relations: …………………………………………………………………….

…………………………………………………………………………………………..

…………………………………………………………………………………………..

Absence & Attendance: ..…………………………………………………..………….

…………………………………………………………………………………………..
…………………………………………………………………………………………..

Comments by Employee: ……………………………………………………………

…………………………………………………………………………….…………….

…………………………………………………………………………….…………….

………………………………………………………………….……………………….

Comments by Reporting Manager: …………………………………………………

…………………………………………………………………………………………..

…………………………………………………………………………………………..

…………………………………………………………………………………………..

Further Development: ………………………………………………………………...

…………………………………………………………………………………………..

…………………………………………………………………………………………..

…………………………………………………………………………………………..

6 Month Review Permanent Extend Probationary Termination of


Employment Period Employment

…………………. ………………… ………………….

If Probationary Period is now confirmed, an Individual Action Plan must be completed under the
Performance Management System.

Signed………………………………………Employee Date……………………..

Signed………………………………………Reporting Manager Date……………………..

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