Introduction
The purpose of this policy is to set a clear process for the Organisation to manage the performance and conduct of employees during their probationary period.
This policy applies to all new staff in the organisation during their contractual probationary period. Probationary periods will be used constructively to help new employees integrate effectively into the business and allow us to assess whether the employee is suitable for the role.
The length of probation will depend on the role you are carrying out.
The period of probation will be set out in the documentation provided to you at the start of your employment.
Managing the Probationary Period
Your manager will set objective performance standards for you during your probationary period and will discuss their expectations with you.
Your manager will hold regular probationary review meetings with you as necessary during your probationary period. These meetings will be used to assess how you are progressing and discuss whether any improvements are needed for you to successfully complete your probationary period.
Your manager will meet with you at the following intervals to conduct probationary review meetings:
[amend as appropriate to the organisation’s probation requirements]
Probationary review schedule
First review
End of first week
Second review
Following a pre-agreed review period
Third review
Following a pre-agreed review period
Fourth review
Following a pre-agreed review period
Probationary review
End of probation period
Support During Probation
Your manager will provide guidance and support to you during your probationary period to help you to successfully complete your probationary period and continue your employment with us. The level of support will be tailored to the role and the individual employee as necessary.
We will ensure that you receive appropriate training during your probationary period. An induction and training plan will be set in place to assist with your development and introduction to the Organisation and all relevant documentation will be provided to you.
If you have any questions or concerns during your probationary period, or you are struggling with any aspect of your role, we encourage you to speak to your manager who will consider what further support can be provided. So that we can give you the best support possible we encourage you to be open and honest in these conversations.
Alternatively, we encourage you to talk to another senior member of staff, HR or [enter details such as occupational health and/or an Employee Assistance Programme, if applicable].
Providing Support for Disabled Employees
In accordance with the Equality Act 2010, we will make reasonable adjustments to an employee’s role or working conditions if they have a disability that places them at a disadvantage when performing their role.
To help you in your daily duties, your manager will explore adjusting your role or working environment with the aim of removing any barriers you face in the workplace. We acknowledge that everyone is different, so no adjustment will be made without fully discussing it with you first.
Once the adjustments are agreed, they will be reviewed on an ongoing basis to ensure they are having the required effect.
Addressing Concerns During the Probationary Period
During the probationary period, we will continually assess your suitability for the role. Where we identify any concerns with your performance or conduct, your manager will discuss this with you and any improvements needed for you to successfully complete your probationary period.
If you fail to address these issues in a timely manner, this may result in the termination of your employment.
We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period.
Where an employee has shown improvement and dedication to the Organisation to progress, the Organisation may look to extend your probation period.
Terminating Employment Before Completion of Probationary Period
Whilst our aim is for new employees to successfully complete their probationary period and continue their employment with us, in some cases, we may identify that the new employee is unsuitable for their role and will not reach the required standard with further support before the end of the probationary period.
Where there is sufficient evidence that the required standards are not being met and are unlikely to be met, your employment can be terminated at any stage during the probationary period.
Terminating Employment at the End of the Probationary Period
Despite being provided with support, necessary training and concerns being addressed as they arise, the employee may not meet the required standards of performance by the end of their probationary period. This includes, but is not restricted to, the employee not meeting their work targets, persistent lateness or unacceptable conduct during their probationary period.
We may decide to extend your probationary period to give you more time to reach the required standards for you to successfully complete your probationary period.
Alternatively, we may decide that your probationary period has been unsuccessful and terminate your employment at the end of the probationary period. If this is the case, your manager will inform you of our decision to terminate your employment.
Confirming Successful Completion of the Probationary Period
If you have met the required standards during your probationary period, your manager will inform you that you have successfully completed your probationary period. You should not consider your probationary period to have passed until such notification has been received.
Future performance objectives will also be discussed and agreed with you.
Terminating Employment After Probation
After the successful completion of your probationary period, any issues with your performance will be handled under our capability policy and any issues with your conduct will be dealt with under our disciplinary policy. Any breach of these policies will be managed in accordance with our normal processes which could lead to formal action up to and including dismissal.
Dishonesty During the Probationary Period
If we discover that you have been dishonest when applying for the role, this could lead to formal action up to and including dismissal.
[Optional] Employee Assistance Programme
You have access to a confidential counselling telephone service that can provide advice and guidance for employees who would like personal support with any practical or emotional challenges you may be facing. More details can be found [enter details of where information is located or the person employees should go to].