Probation Policy

Last updated: August 25 2024

Last reviewed: August 25 2024

 

We are committed to introducing new employees in a structured and supportive manner. It is

essential to plan for the integration of new employees.

These goals will ensure that the new employees feel part of the team. It will make sure they

understand the value they bring and the importance of the contribution they make.

The probationary period helps the employee and us to assess if the new role is suitable.

It will provide the employees with the opportunity to:

- Understand the requirements of the role

- To demonstrate their skills, knowledge and experience

- Achieve the necessary standard of performance.

Managing the probation period

Managers will monitor and discuss regularly:

- Employee’s performance

- General conduct

- Timekeeping

- Sickness and absence

- How the job is going looking at the job description

- Any training needs

- Any concerns

- How the employee is feeling

 

Probation period

During the probation period, the manager will provide training, support and tools to help

employees to perform in their roles to the required standard.

The manager will monitor performance and conduct. There will be performance reviews at 3, 7, 11

weeks to provide feedback. These weeks are term time only.

Employee’s must be told at each review if they are meeting the standards required to pass

probation. In the case of employee’s failing to meet the requirements, employee’s must be given

the reasons why in writing.

The policy applies to all new employees, irrespective of working hours. It includes temporary or

fixed-term contracts.

If a contract is shorter than the probation period, the probation period will be for the length of time

they are employed.

Updated: August 2024 Page 1 of 2 Reviewed: August 2024

 

Probation Policy

Existing employees who have completed the probation period will not have another. Performance

or conduct issues will be managed with relevant policies and procedures.

End of probation

The end of the probation will be calculated to 3 calendar months from the start date, (including

days when the setting is closed- bank holidays and school holidays with the exception of the

July/August summer holiday). In the case of the probationary period falling within the summer

holiday, one additional calendar month will be added to the probation end date. The probation

end date will be given in writing, in the employee contact prior to/at the commencement of

employment.

Near the end of the probationary period, but prior to the final date, the manager will hold a final

probation review meeting.

There are three possible outcomes, which are to:

- Confirm passing probation

- Extend the probationary period (as below)

- Invite the employee to a probation hearing with the possibility of dismissal

The Charity/Manager must inform the employee of the decision to pass or fail the employee prior

to the probation end date. Failure to do this will result in the employee passing probation by

default.

 

Extending the probation period

Any extension will be for 4 term weeks at a time, with a maximum of 12 term weeks (not including

bank holidays and school holidays).

If performance does not reflect appropriately for passing probation, notice may be given.