| Policy | Probation Period |
| Department | Human Resource |
| Last Updated | June 2021 |
Policy
The company's probationary period policy will define the probationary period and explain what it means for the employee and the company. All new hires, employees promoted to positions of greater responsibility, and employees on performance improvement plans (PIP) are subject to this policy. Probation will last 90 days for new hires and promoted employees. A company's PIP plan will vary from 30-90 days depending on the employee's situation.
We will use this policy to determine if the employee's performance meets the position's expectations and if continuing employment is appropriate. Employees who have terminated their employment with the company must undergo a probationary period upon rehire.
Procedure
A new employee should be informed of the details and duration of the Probation Period at the time they are offered employment.
Upon hire or within the first week of employment, the manager/supervisor is expected to do the following:
- provide the staff member with a copy of a job description;
- establish written performance expectations for goals/responsibilities that the staff member will be evaluated on. Document expectations on the Probation Performance Plan form.
- meet with the new staff member to discuss the job responsibilities, practices, performance expectations, policies and procedures, and the process of review during the Probation Period. The manager/supervisor and employee should date and sign the Probation Period Performance Plan form;
- give a copy of the Probation Period Performance Plan, with the completed performance expectations to the employee;
- ensure that the employee receives the appropriate introductions and training to the department, property, and the company.
Throughout the introductory period review process, the manager/supervisor should:
- Provide constructive feedback about the employee's performance and whether the employee is meeting expectations for the position, as well as determine whether the employee needs training additional training and, if necessary, provide the employee with a plan for improvement;
- Completing the Probation Period Performance Plan and discussing the employee's progress, as well as getting the employee's feedback;
- determine whether the employee meets the required performance expectations for continued employment.
Termination: Dismissal during a probationary period
If an employee is deemed unsuitable while on probation, then they may be let go. An employee may be terminated with or without cause during this period, depending on the circumstances and their evaluation.
It is possible to still dismiss employees at the end of the probationary period for various reasons. Employees may be terminated for cause if their tactical evaluations are not satisfactory or they engage in behaviors that warrant their termination. Termination decisions will be formally communicated to the employee in writing. The document will specify the reason for the termination as well as the effective date.
New Employees
Throughout the hiring process, the company will ensure that its hiring procedures are designed to recruit the best employees. However, we do acknowledge the fact they are not always accurate in predicting performance or ascertaining the appropriate cultural fit. The probation period for new employees gives both employee and employer enough time to find out if their employment relationship will eventually work out to the benefit of both.
Permanent Employees
After an employee has completed their initial probationary period, they are given "permanent" employment status. However, employment is still subject to applicable "at-will" clauses. For example, in California, the relationship between employer and employee is generally “at will.” This means that, without an employment contract, the employer or the employee can terminate the employment relationship at any time, with or without cause.
A probationary period may now follow in a disciplinary procedure. The length of the probationary period will depend on what led to the disciplinary action, ranging from poor performance to policy violations. During this period, an employee is under the obligation to change their behavior or face more severe consequences. We will guide, provide feedback and train them as much as possible, and expect them to comply.
If an employee has been promoted or transferred to a new position, they may be placed on probation. This is to ensure that the employee is capable of performing their new duties. It might be necessary to demote them or send them back to their former positions if they are not suitable. The decision remains with the manager, supervisor, human resource department, and/or ownership, and employment is not guaranteed.
Probation Period Performance Form
This appraisal form should be used to conclude the 90 day probation period for the employee