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How To Conduct A Probation Review?

How To Conduct A Probation Review
Questions to ask at a probation review – The following questions can be helpful to ask the employee during the probation review meeting:

How do they think they’re doing in the role? Are they enjoying it? Is the job what they expected it to be? What do they understand the expectations of their role to be? How would they describe their performance in the job? Has anything negatively impacted your performance during the probation period? Do they require any training or support to develop particular skills or capabilities? In turn, the manager should provide feedback on any areas where they believe they can improve. These should be explained in as much detail as feasible and in a constructive manner, Feedback should be specific about what the employee needs to do to improve, including examples if possible. It should be motivating so that the employee does not become discouraged. It’s also crucial for the line manager to remember that the probation meeting is not part of a disciplinary procedure. The goal should be to assist the employee in succeeding; it’s possible that all they need is additional time in the role to do so. At the conclusion of the meeting, the manager should advise the employee when they will meet again and if required, set improvement goals for that date.

How do you conduct an employee probation review?

What Is a Probation Review? – A probation review is a formalised process for assessing an employee’s performance during their probation period, It normally takes the form of a face-to-face probation review meeting. There is no specific or mandatory format for a probation review meeting,

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What should be included in a probation review?

1. Review the Objectives and Expectations – Before the end of the probation period, you should review the objectives and expectations that were set for you at the beginning of your employment. This includes your job description, performance metrics, and any other targets or goals that were set for you.

  • Not only will it help you get a good sense of what is expected of you, but it will also give you a solid idea of how your performance will be evaluated.
  • Then, compare them to your performance in each area.
  • How well are you stacking up to expectations? You should proactively identify any areas where you may be falling short, as this will allow you to possibly address these before the review and give yourself plenty to discuss with your manager.

Furthermore, think about how the job description itself has met YOUR expectations and to what extent it was what you imagined. This way, you’ll be able to gauge how well yours line up with your manager’s and reveal any qualms or questions to be resolved or answered in the review.

What do you write in the end of a probation review?

State whether the job has met your expectations – We also recommend using your end of probation review to discuss whether or not the job has met your expectations. You can tell your manager about how similar or different the job is to how you imagined it would be.

What is the guidance on probationary periods?

Length of probationary periods – There is no law determining the length of a probationary period. However, there is an expectation that the employer will be reasonable. It is typical for a probationary period to last no longer than six months, and three months where an employee is moving to a new post internally.

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How do you set objectives for probation?

In order to support successful achievement of objectives they should be SMART (Specific, Measurable, Achievable, Realistic and Time bound). There should be clear mechanisms in place for feedback and support, both positive and constructive. Objectives and expectations in roles link to our University strategy, our Faculty/School/Directorate /Area priorities and team targets and indicate clear measures of success.

  • As a manager, you should write your objectives first and share them, so that your team members can link their objectives to yours or the team’s targets.
  • Alternatively, you may need to share the wider area objectives with your team so that they can better understand how their own objectives link to the wider strategy.

Objectives are simply statements of what you want to achieve; because objectives should outline what each individual needs to prioritise and deliver over the next 12 months, they also strengthen accountability. When you support your team to set their objectives, focus on identifying an appropriate challenge that is also supported by their development plan: between four and eight objectives is a good range, but this will depend on the nature of the role.

What do you say to an employee on probation?

Time Frame –

Introduce the probation agenda and corresponding time frame. No laws exist to govern the length of a probationary period. Employers are free to determine such lengths at their own discretion. Typical probationary periods last anywhere from two weeks to three months. Be perfectly clear when conveying to the employee how long she’ll be on probation. You might consider saying, “You’ll be expected to meet with all requirements within the next 45 days. If we don’t see significant improvement within this probationary period, further action will be taken.” Also mention that you reserve the right to terminate any at-will positions within the time frame.

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What do you write in the end of a probation review?

State whether the job has met your expectations – We also recommend using your end of probation review to discuss whether or not the job has met your expectations. You can tell your manager about how similar or different the job is to how you imagined it would be.