During an employee’s probationary period, you should follow a formal structured procedure that is aimed at assessing and reviewing the employee’s performance, capability and suitability for the role.
It is your responsibility to structure the programme so that both you and the employee are clear about what to expect.
As part of this programme you should:
- regularly monitor the employee’s performance through progress meetings;
- identify and discuss any problem areas at the earliest possible time;
- provide regular constructive feedback;
- provide support, supervision and guidance, where appropriate; and
- facilitate and/or provide any necessary training and coaching.
Although HR should be available to provide support and guidance where required throughout the programme, all these actions will be your responsibility.
A probationary period must be properly planned if it is to be effective. The programme also needs to be agreed with the employee, who must be clear on what is expected of them. You will need to explain:
- clear job outputs, ie what the employee is expected to achieve during, or by the end of, the probationary period;
- the standards of performance that are required;
- the standards or measurements against which the employee’s performance will be assessed;
- any agreed development activities; and
- a description of any relevant standards of behaviour, for example in relation to liaison with clients and colleagues.
If the employee is unclear about any of these areas, they may lack commitment to the programme.
