Probation

Probation

All permanent and fixed term employees commence with Company on probation. This probation usually extends for 3 months from the employee’s commencement date.

Despite popular belief, probation periods are not a window of opportunity to dismiss easily. However, probation periods do allow Managers to assess and align new employees quickly without necessarily having to adopt an overly detailed performance counselling process.

During this period, the employee’s Manager must:

• Implement the Induction Program
• Provide the employee with their position description
• Demonstrate how the Intranet, including the online policies and procedures, works
• Develop a performance plan outlining expectations and objectives up front – both in the written and verbal form. Remember, the objectives set for this period are, in many cases, different to the longer term objectives of the position (refer to our Performance Review form for both new employees and new people managers)
• Keep your new employee informed – provide and receive feedback. The performance of the employeeneeds to be monitored and documented regularly
• Take detailed notes of all performance discussions and support, suggest action to correct undesired behaviour
• Make yourself and other suitable employees available for questions
• If the probationary period has been successful, ensure you complete a final performance review using the applicable Performance review form. This documentation should be forwarded to the Finance & Administration Manager approximately 2 weeks prior to completion of the probationary period. If employment is confirmed, the Finance & Administration Manager will provide a confirmation letter to the employee.

It is important the Manager keeps the Finance/Administration Manager up-to-date throughout the probationary period.