The purpose of a probationary period is to ensure that employees are suitable for the position they were hired for and that they are capable of performing the job functions assigned to them.
This period can be any set period of time determined by the employer, but is usually 3 to 6 months.
This allows the employer enough time to assess the potential and capabilities of the employee.
Assessment of employees would include the following factors: work performance, work habits, attitude, attendance and productivity.
During the period of probation it is important that documentation be kept, and this may include a copy of the job description, performance appraisals, written memos, etc.
As an employer you should be able to justify any decision to reject on probation, and this may include documentation around the following subjects: 1.
Work standards and performance measures - description of the nature of the work and standard expected of employees.
2.
Supervision and training - has proper and ample direction been provided? 3.
Evaluations of employee - this could include comments from other employees, clients or performance reviews from the direct supervisor.
At the conclusion of the probationary period, the supervisor should be able to confidently recommend to the employer either that the employee is suitable for the position they were hired for or that they are unsuitable.
If unsuitable, the recommendation could either be for rejection on probation (or dismissal) or possibly to place the employee in a position more suited to their skill set.