At the end of the probationary period, you should conduct a “final progress review” of the employee’s performance and suitability for the job.
You need to check the employees contract to see if the probation period concludes automatically on the date due if not advised prior to or on the date; or if it is dependent on receiving a written statement confirming a passed probationary period.
If the probation period concludes automatically, it is extremely important that you hold the final review meeting shortly before the end of the agreed probationary period. If the meeting does not take place within this time frame, technically the employee’s appointment will be confirmed by default.
Not only will this leave a poor impression with the employee, they may also believe that their performance is satisfactory when there are in fact concerns or issues. It will also mean that attempting to dismiss the employee for unsatisfactory performance will be harder to justify.
The final review allows both you and the employee to:
- Identify areas for further development
- Check how the employee feels about employment
- Explain how performance will be managed in future
If the employee’s performance has not been up to the standards required, you should discuss the matter with the HR department before holding the final probation review meeting as further action will take place at this point.
If the employee has successfully completed their probationary period, congratulate them and welcome them on board. Advise HR who will issue a letter confirming the appointment to the employee.
CELEBRATE their successful probation by sharing this
with the team and greater business!
