Probation and confirmation policy for employee -Hrhelpboard
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The document outlines the probation and confirmation policy, detailing the objectives, principles, responsibilities, and processes involved in the probationary period for new employees. It emphasizes the importance of performance reviews, support from managers, and the conditions for confirmation or termination. The policy ensures fairness and accountability while providing opportunities for employee development and performance evaluation.
Probation and confirmation policy for employee -Hrhelpboard
- 1. Probation and Confirmation Policy Brief Summary and Sample
- 2. Presentation Flow • An objective and scope of Probation and Confirmation Policy • Probation Period and it’s Principles • Appointment with Probation • Opportunities of Probation • The Framework of Probation Policy • Responsibilities at Each Stage of Probationary Process • Three points for Employment Confirmation • Cases of Termination • Extension of Probation Period
- 3. An objective and scope of Probation and Confirmation Policy Objective • To convey the terms and conditions applicable during probation period and to review the performance of employees during probation. Scope • Probation is mandatory for all employees who are working full time. It is a fundamental right of employees to get proper review of their performance.
- 4. Probation Period and it’s Principles Effectiveness, Equity, and Accountability are pillars of probation period New employees should follow the code of conduct and dedicatedly work on assignment Manager should provide support, resolve the work- related queries and arrange the training activities
- 5. Appointment with Probation On contract appointment with probation Probation period varies from 3 months to 1 year Confirmation letter will be provided after completion of probation period
- 6. Opportunities of Probation For Managers • Monitor the performance of employee • Build up long term relationship • Conduct performance review and provide feedback. • Decide the confirmation or termination of the employee For Employees • Learn and Understand • Training facility to improve performance • Adjustment to the new environment • Demonstrate the performance and commitment towards organization
- 7. The Framework of Probation Policy • Appointment and Induction • Job Assignment • Completion of Probation Period • Performance Review • Expectation fulfillment verification • Confirmation
- 8. Responsibilities at Each Stage of Probationary Process Probationary Process Responsibilities of Manager Responsibilities of HR Department Appointment and Induction Provide Role Profile Form and brief about job role Share information about appointment with probation. Arrange induction program. Job Assignment Assign suitable job and provide resources to execute the job Verify if resources are available for new employees to work on assignment. Completion of Probation Period Convey all about performance review and documents required for review. Provide performance review form and collect the documents related to performance. Performance Review Responsible for performance review . Conduct a meeting and discuss on employee performance Responsible for behavior review . Conduct a meeting and discuss on employee behavior Expectation fulfillment verification Submit report to HR department on whether the expectation are fulfilled or not. Verify all the proofs of performance and collect the review from manager. Confirmation Recommendation for confirmation Issue the confirmation letter
- 9. Three points for Employment Confirmation Work performance was satisfactory as per organizational standard • Work performance should be as per set standard • All the proof regarding the performance should be submitted Leave record was satisfactory and within the limit set for a probation period • Leave during probation period should be within the allotted limit • Leave verification will be done by HR department Conduct, Attendance, and punctuality was good • Feedback from team members will be considered to check conduct • Time in and time out records will be verified.
- 10. Cases of Termination Unsatisfactory action or case of excessive leaves or poor performance can lead to termination If the employee repetitively fails to maintain the good performance, behavior and conduct then organization can terminate the employee First step is to discuss with the new employee regarding the issue. Later training program or warning will be issues in the case of misconduct
- 11. Thank You