Policy overview
We are committed to introducing new employees in a structured and supportive manner. It is essential to plan for the integration of new employees, so they can:
- understand and fulfil the requirements of their role
- make a valued contribution
- achieve the required standards promptly
These goals will ensure that new employees feel part of the organisation. It will make sure they understand the value they bring and the importance of the contribution they make.
The probationary period helps the employee and us to assess if the new role is suitable.
It will provide the employees with the opportunity to:
- understand the requirements of the role
- to demonstrate their skills, knowledge and experience
- achieve the necessary standard of performance
Principles
During the probation period, managers will provide training, support and tools to help employees to perform in their roles to the required standard.
Managers will monitor performance and conduct. They will often meet with the employee to provide feedback and guidance.
Existing employees who have completed a probation period will not have another. We will manage any performance or conduct issues under the relevant policies.
The general probation period is six months. We can end this early or extend it by a maximum of three months.
The policy applies to all new employees, irrespective of working hours. It includes temporary or fixed-term contracts of six months or more.
If a contract is shorter than the length of the probation period, the probation period will be for the length of time they are employed.
There are exemptions to this policy for employees:
- classed as being in the probationary period until completion of the assessed and supported year in employment (ASYE) process.
- Where managers appoint new employees one point below the grade for the post until they reach the required standard for the post, the probationary period is typically for 12 months. Please see section Appointing one point below for the procedure to follow in such cases.
