Probation is the formal arrangement at the start of a person’s employment which enables the new member of staff to have the opportunity to confirm their suitability for the role in a set timescale. As part of their Induction, new staff should have their duties and responsibilities, along with how their performance will be assessed, made clear to them.
The supervisor of the new member of staff is responsible for managing the probation period and for reviewing their performance.
The length of the probation period should provide sufficient time for the staff member to become accustomed to their new working environment and enough time for improvements if problems are identified with their performance.
Progress reviews should take place frequently during the first month and then monthly if progress is satisfactory. The relevant documentation should be completed at every meeting and a copy should be sent to the new employee.
Probation reports are sent to Heads of Institutions as a prompt which states those who are coming up to the end of their probation. When the probation period has been completed successfully the head of institution or his/her nominee will amend the new employee’s staff record on CHRIS and will notify the employee.