Probation and Confirmation Policy Brief Summary and Sample
Presentation Flow An objective and scope of Probation and Confirmation
Policy Probation Period and it’s Principles Appointment with Probation Opportunities of Probation The Framework of Probation Policy Responsibilities at Each Stage of Probationary Process Three points for Employment Confirmation Cases of Termination Extension of Probation Period
An objective and scope of Probation and Confirmation Policy Objective
• To convey the terms and conditions applicable during probation period and to review the performance of employees during probation.
Scope
• Probation is mandatory for all employees who are working full time. It is a fundamental right of employees to get proper review of their performance.
Probation Period and it’s Principles
Effectiveness, Equity, and Accountability are pillars of probation period
New employees should follow the code of conduct and dedicatedly work on assignment
Manager should provide support, resolve the work-related queries and arrange the training activities
On contract Appointment with Probation appointmen t with probation
Confirmation letter will be provided after completion of probation period
Probation period varies from 3 months to 1 year
Opportunities of Probation For Managers
For Employees
Monitor the performance of
Learn and Understand
employee Build up long term relationship Conduct performance review and provide feedback. Decide the confirmation or termination of the employee
Training facility to improve
performance Adjustment to the new environment Demonstrate the performance and commitment towards organization
The Framework of Probation Policy Appointment and Induction
Job Assignment
Completion of Probation Period
Performance Review
Expectation fulfillment verification
Confirmation
Responsibilities at Each Stage of Probationary Process Probationary Process
Responsibilities of Manager
Responsibilities of HR Department
Appointment and Induction
Provide Role Profile Form and brief about job role
Share information about appointment with probation. Arrange induction program.
Job Assignment
Assign suitable job and provide resources to execute the job
Verify if resources are available for new employees to work on assignment.
Completion of Probation Period
Convey all about performance review and documents required for review.
Provide performance review form and collect the documents related to performance.
Performance Review
Responsible for performance review . Conduct a meeting and discuss on employee performance
Responsible for behavior review . Conduct a meeting and discuss on employee behavior
Expectation fulfillment verification
Submit report to HR department on whether the expectation are fulfilled or not.
Verify all the proofs of performance and collect the review from manager.
Confirmation
Recommendation for confirmation
Issue the confirmation letter
Three points for Employment Confirmation Work performance was satisfactory as per organizational standard
Leave record was satisfactory and within the limit set for a probation period
Conduct, Attendance, and punctuality was good
•Work performance should be as per set standard •All the proof regarding the performance should be submitted
•Leave during probation period should be within the allotted limit •Leave verification will be done by HR department
•Feedback from team members will be considered to check conduct •Time in and time out records will be verified.
Cases of Termination Unsatisfactory action or case of excessive leaves or poor performance can lead to termination
• First step is to discuss with the new employee regarding the issue. Later training program or warning will be issues in the case of misconduct
If the employee repetitively fails to maintain the good performance, behavior and conduct then organization can terminate the employee.
Thank You