Probationary Period
If at the end of the six month period there are no concerns regarding your performance your Line Manager will confirm your appointment. You will also have an opportunity to discuss and confirm that the duties and responsibilities of your post are in line with the Job Description. If they are not, then it might be necessary to re-evaluate your post in line with the Council’s Job Evaluation Scheme.
If at the end of or during the probationary period the Council is not satisfied with the performance level, then your employment may be terminated (or in exceptional circumstances the probationary period may be extended for a further assessment). During the probationary period the Council may terminate your employment by giving 1 week’s notice in writing (which may be paid in lieu).
THE PROBATIONARY PROCESS
Induction:
Your Line Manager should:
- explain the responsibilities of the job
- arrange for any necessary training to take place
- set objectives for the first 6 months in the role
- advise you that there will be two probation review meetings during the 6 month probation period
- set the date of the first induction review meeting (held during the second month of employment)
1st Review Meeting:
Held during the 2nd month of employment. Purpose:
- review performance, conduct, timekeeping, sickness absence and attendance
- provide constructive feedback – highlighting your achievements and any area where you may be falling short
- set date for final review meeting
If there are any concerns regarding any aspect of your performance, conduct, time-keeping etc. your Line Manager will explain to you the standards required and set objectives and targets for you as well as identify any additional support, training or guidance you may need. You will be advised that failure to meet the required standards may result in the extention of the probationary period or the termination of employment.
Final Review Meeting:
Held during the 4th month of employment. Purpose:
- review performance, conduct, timekeeping, sickness absence and attendance
- provide constructive feedback – highlighting your achievements and any area where you may be falling short – examples to be provided.
If at this meeting it is evident that your performance, conduct, timekeeping, sickness absence or attendance is still causing concern, your Line Manager must advise you that they will be inviting you to attend a meeting to discuss the issues of concern which may result in the termination of your employment or to discuss an extension to the probationary period.
Any support or assistance identified will continue to be offered during the whole of the probationary period up to the date of confirmation in post or decision to dismiss.