Free Sample Probation Policy
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Sample Probation Policy


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Probation

A  probationary period is required upon date of hire.

Other employees who are required to serve a probationary period include temporary employees appointed to permanent positions and non-exempt employees who transfer into either a temporary or permanent non-exempt position.

Employees who transfer from one permanent position to another with no break in service do not serve a probationary period.

Policy Rationale

Probation gives the employee and supervisor a method by which to evaluate the job performance.

Supervisor Responsibility

During probation, the supervisor must evaluate the employee's performance, attitude, and potential for success.

The supervisor should:

·         Explain the purpose of probation to the employee within the employee’s first  of work.

·         Give the employee his/her job description.

·         Outline performance expectations.

·         Provide adequate training.

Review Process

The supervisor must meet with the employee to discuss performance and determine whether the employee is performing satisfactorily.

A Probation Performance Review Form must be dated and signed by the supervisor and employee.  The original is placed in the employee’s personnel file and a copy is given to the employee. This process must be completed before the end of the probationary period.

Unsuitability

If an employee is unsuitable, the supervisor should first discuss the situation with HR. This discussion must be had as early as possible, but at least  calendar days prior to the end of the probationary period.

HR will provide advice and outline the appropriate action to take in order to extend the probationary period or terminate the employee outright.

Extending Probation

HR can approve a probation extension for up to  calendar days. Extension requests must be made at least  calendar days prior to the end of the probationary period.  Note: The regular probation review period and review still apply.

If performance remains unsatisfactory, the supervisor must contact HR for further direction.

Termination

If the employee is unsuitable, he/she must be terminated before to the end of the probationary period.

Probationary employees cannot grieve a termination.


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