Did you know that if you haven’t communicated to an employee that they have been unsuccessful in their probationary period before or on the end of the agreed probationary period, the employee’s appointment will, technically be confirmed by default. This is a common misconception; I have seen repeatedly. Another common misconception is that there is more than one probationary period, this usually comes to light when an employee is promoted, the employee’s performance in the promoted role isn’t as expected and then the manager wants to rely on a probationary period to terminate employment. Promotion is a different situation to a new appointment, and for an employee to be promoted they must have already demonstrated strengths contributing to the managers decision to promote them. Employees who have been promoted may have the qualifying service required to claim unfair dismissal, so you would need to use a fair procedure such as a performance improvement plan, considering a return to the original role or a move to an alternative role, if these roles are available.

Probationary periods are to assess the fit of new employees and below are key considerations to take into account.

Performance - during the probationary period the new employees’ performance, conduct and attendance should be assessed.

Reviews – regularly review progress during the probationary period. If the probationary period is for 3 months, then I recommend you hold a review meeting with the employee after 4 weeks, 8 weeks and 11 weeks. At 11 weeks you should have a clear idea of the outcome, ahead of the end of the probationary period.

Objectives – set objections to be achieved during the probationary period, these don’t need to be overly detailed, the main purpose is having a clear measurement that the employee can be assessed against, and that the employee is clear from the outset what they need to achieve.

Base these objectives on underpinning the knowledge and learning required to do the role.

Achievable – as with any objectives you set, they need to be achievable within the timeframe set. You will need to allow time for the employee to understand the company, processes, and the ways of working within this period.

Terms and conditions – the employment contract must include the probationary period, its length and any conditions attached to it, for example if the notice period is a shorter duration during the probationary period. It should also include the right for the employer to extend the probationary period.

If proper guidance is given to an employee during a probationary period, you would expect them to be successful in passing the probationary period. 

Outcomes – there are three potential outcomes of a probationary period:

• the probationary period has been successful
• an extension of the probationary period and further support is required
• the probationary period has been unsuccessful, and employment will be terminated.

Notice - if the employee has not met the required standards of performance, despite the support they have been given or offered during their probationary period, a decision can be taken to terminate the probationary period at this stage and notice given that their employment will end. Don’t forget to check what notice period is applicable during the probationary as confirmed in the employment contract.

The first few months in a role are crucial to the long term performance of an individual.  If you need support managing an employee during a probationary period schedule a call with me today.