Probation and trial periods provide an opportunity for the employer to assess suitability, aptitude and attitude of an employee during the first several months of employment.
To support the successful on-boarding and orientation of a new hire, supervisors are encouraged to review HRS' Guides for Managers and plan those first days, weeks and months accordingly. During the initial months in a new role, it's important for supervisors to meet regularly with their new staff member to: review their progress in the role; identify areas of success as well as those areas that require further development; share performance expectations for the staff member; and discuss potential training opportunities. The new employee's feedback should be invited and encouraged in these discussions. As required, supervisors should follow up in writing with their staff member to clarify expectations and provide supportive guidance intended to foster desired performance.
Supervisors and employees are both encouraged to share feedback at least midway through the probation and trial periods. To facilitate this best practice, note the dates of new employees' probation/trial periods upon hire and schedule midpoint reviews in advance.
In those circumstances where a supervisor is considering extending a probation/trial period or dismissing a probationary employee, consultation with the portfolio's HR Partner or HR Manager is required well in advance of the probation/trial period end date.
For further information about probationary and trial periods, and performance management, contact your HR Partner.