Policy

1. Purpose

The probationary period allows both the employee and the company to assess if the new hire is a good fit for the role and organizational culture. It’s a time for evaluating performance, fit, and overall suitability for long-term employment.

2. Duration

Typically, the probationary period lasts for [insert number of months, e.g., 3 or 6 months]. This period may be adjusted depending on the role and specific circumstances.

3. Key Objectives

3.1. Evaluate Performance

Evaluate the employee’s performance, skills, and overall fit within the team.

3.2. Provide Feedback

Provide the employee with clear feedback on their performance and areas for improvement.

3.3. Job Responsibilities

Ensure that both the employee and the company are aligned in expectations and job requirements.

4. Performance Reviews

4.1. Regular Reviews

Regular check-ins will be conducted at [insert frequency, e.g., 30, 60, and 90 days] to discuss performance, address any concerns, and provide feedback.

4.2. Formal Reviews

At the end of the probationary period, a formal review will be conducted to assess the employee's overall performance and suitability for a permanent role.

5. Feedback and Support

5.1. Real-Time Feedback

Employees will receive constructive feedback to help them understand their strengths and areas where they can improve.

5.2. Assistance & Training

Support will be provided through training, mentoring, and resources to help employees succeed during the probationary period.

6. Expectations

6.1. Meeting Performance Standards

Employees are expected to demonstrate their skills, align with the company culture, and meet the performance standards outlined for their role.

6.2. Setting Clear Objectives

Clear goals and objectives will be set at the beginning of the probationary period to guide performance expectations.

7. Outcomes

At the end of the probationary period, one of the following decisions will be made:

7.1. Confirmation

If performance meets or exceeds expectations, the employee will be confirmed as a permanent staff member.

7.2. Extension

If additional time is needed to complete the employee evaluation process, the probationary period may be extended for a specified period.

7.3. Termination

If performance does not meet the required standards, the employment may be terminated. Employees will receive feedback on the decision and any applicable exit procedures.

8. Employee Rights

Employees have the right to appeal any decisions made during the probationary period if they believe the process was unfair or if they have additional information to provide. Any concerns or issues should be communicated directly to their manager or HR for resolution.

9. Documentation

All performance reviews, feedback sessions, and related documentation will be maintained confidentially and shared only with relevant parties.

10. Final Notes

The probationary period is an opportunity for growth and adjustment for both the employee and the company. Open communication and mutual feedback are crucial for ensuring a successful outcome.