Probationary Period (II); Procedure, Conduct, Objective

Following my previous post : Probationary Period (I), here we go for more details on: Procedure, conduct, objectives. Throughout the probation period, a supervisor or line manager shall pay particular attention to the performance of the employee and shall keep him/her informed of individual progress. It is their responsibility to ensure the new employee is inducted locally (i.e. in the Area) and given the relevant information necessary to enable him/her to commence work.

Consequently supervisor or line manager should arrange an appointment with the new employee during their first week (but ideally on their first day) of employment at the company.

For your quick review, below is flowchart of Probationary Procedure & Conduct

Introductory Meeting

On the introductory meeting, a line manager or supervisor shall:

(-). Clarify the duties and responsibilities of the new employee, in line with the job description. This should include:

Policy and procedures (i.e.: absence reporting) that must be followed by probationer, key aspects of role, structure of the department and how it fits within the company’s structure, skills/competences required/that must be acquired. Standard of work expected (quality and quantity), deadlines to be met, Behavior / conduct (including timekeeping and attendance, working relationships, working environment, training needs, any other issues specific to the role/grade.

(-). Explain how objectives will be monitored and measured and how frequently this will be done.

(-). Identify and provide relevant training (this may be attendance at internal/external courses, identifying a mentor or providing ‘on the job’ training).

(-). Agree and set dates for further review (formal and informal) during the probation period and complete an official form.

Know Objective on Probationary Period

Objectives on probationary period are:

(-). Statements of what should be achieved in the role (including how and when) within the employee’s probationary period to ensure that they have a full understanding of the requirements of the post, the Area and company. These objectives are agreed soon after appointment (but ideally within the first week) in a discussion between the employee and their line manager.

(-). Specific to the activities of the new employee, as detailed in the job description, and are clearly defined to avoid misinterpretation.

(-). Clear and measurable that Line managers will therefore indicate how the objectives will be measured and what indicators they will use to check whether objectives have been met.

(-). Set during the probation period shall be realistic. Some work may extend beyond the probationary period and in this case, it will be necessary to break the tasks/project down to set realistic objectives.

(-). Will be linked to a timescale that the line manager shall arrange review meetings at appropriate points throughout the probation period to reflect the timescale of the objectives set.
The line manager shall give the employee the appropriate support/guidance (including training) necessary to help them achieve the set objectives.

To avoid slow page load, seems that I have to break this session to two part. Therefore you may interest to continue your reading to : Probation Period (III).

On Probation Period (III):

You will discover the following:

Probation Review, Passing Probation, Dealing with Un-satisfactory Performance, Probationarry Period Extension, Termination, Right of Appeal

If you are looking for tips, you may want to jump directly to:

Tips On How To Pass Probationary Period