Employee Probation Period Policy

What is the Employee Probation Policy?

The probation period serves a specific purpose; it is a time that helps management understand an employee’s suitability and ideal for the job. Therefore, having an employee probation period policy is essential to state correct and complete rules and regulations related to the probation period.

A probation period is a fixed period during which an employee is on trial or is monitored to assess their performance and suitability for the job. During this period, the employee’s performance is closely monitored and evaluated to determine if they should remain in the position or be dismissed. The length of the probation period varies depending on the company, but most probation periods last 3-6 months.

Objective of Employee Probation Policy

The primary goal is to inform new hires about the rules and guidelines that must be followed during this time. In addition, the employee probation period policy provides the employee and the company an excellent opportunity to adjust and advance in their performance. 

Guidelines for Employee Probation Policy

1. Under the probation period policy, employees can learn about the job and the company. 

2. Required training is provided by the employer that helps the employee to enhance their skills.

3. During the probationary term, the new employee can adjust to the organization’s workplace culture before taking on responsibilities as a permanent employee.

4. It is an opportunity to show your performance and dedication to the company and continue to act professionally during your probationary time.

5. During the probationary period, an employee is monitored by their manager, which helps a manager understand the employee’s performance, stability, and strengths.

6. It depends on the company’s policy. In some cases, you may receive a reduced rate of wages during the probationary period, while in other cases, you may receive full pay. The amount of revenue may also depend on the type of job and the employee’s experience.

7. According to the probation policy, a new employee must adhere to the organization’s code of conduct, perform to the established standard, and behave appropriately.

8. The process of probation begins with an appointment and the period starts from the day an employee joins the organization.

9. Employees who join the organization are presented with targets to be achieved once they have completed their probation period. After completing their probationary period, the employee’s manager will review all the assignments. 

10. So, if there is a situation where the employee can’t perform or achieve their tasks after their probation period, the company gives the necessary training that is required for the employee. Regardless, if the employee fails yet again, then the organization can either increase the probationary period of the employee or can terminate the employee. 

11. The new employee must abide by the organization’s ethics; they will be terminated if they misbehave.

12. On the manager’s advice, the HR department will send a confirmation letter to an employee who meets performance goals, abides by the code of conduct, and behaves appropriately in the workplace.

Responsibilities of Managers

During the probation period, the reporting manager or supervisor is in charge of supervising the new hire. The duties of managers consist of the following:

1. Employee Onboarding and Introduction

Employee onboarding introduces and educates new employees on the company’s policies, culture, and procedures. It typically includes activities such as orientation, training, and providing resources to help the employee get up to speed quickly. Employee onboarding aims to help new employees transition smoothly into their new roles and quickly become productive.

2. Job Assignment

The manager assigns a job that fits the employee best. The manager must ensure the employee has all the necessary tools and facilities to perform their job. 

3. After the Probation Period

The HR department should compile all the information related to the work profile, tasks completed, work performance, and coworkers’ views.

4. Performance Review

The HR department looks after the behavior performance of the newly hired employees. The HR department schedules meetings with the employee’s manager to discuss the performance of the newly hired employees. 

5. Job Confirmation

After the manager’s recommendation and positive feedback discussing the behavior performance, the HR department issues a confirmation letter to the new employee. 

Termination during the Probation Period

Under the Fair Work Act, an employee may be terminated during the probation period for a valid reason. For example, an employer may terminate an employee during probation for poor performance, misconduct, or failing to meet the job requirements. However, an employer must warn the employee before termination and follow the procedures in their employment contract. In addition, employers should be aware that they may be liable for unfair dismissal if they terminate an employee without reasonable cause.

Extension of the Probation Period

The extension of the probation period is when an employee is allowed to continue to work and improve their performance. During the extension of the probation period, the employer will observe and evaluate the employee’s work performance and may provide additional training, coaching and feedback. At the end of the extension, the employer will decide whether or not the employee is ready to move out of the probation period and become a permanent team member.

What if Performace is not Satisfactory During Probation?

During probation, employees test their suitability in their job roles and workplace environment. If an employer finds an employee’s work unsatisfactory during this period, then an employer can terminate the employee. However, it would be best if you accepted the employee the compensation.

Probation is for three months and can extend to six months to truly analyze an employee’s performance. Employees should use this time to understand the organization’s objectives and goals and how they fit in the environment.

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