Use the BusinessHR template probationary letters to help you to manage your probationary periods effectively.
- Shortly before the end of the probationary period, write to the
new employee to invite him/her to a review meeting to
discuss his/her performance to date. If the meeting may result in a
dismissal, you should mention this in your invitation letter.
Prepare for the meeting as you would for an annual performance review. At the meeting, fully discuss the performance to date and comment on what has been done well and what perhaps needs further training or improvement. Depending on your assessment of the employee's performance, decide whether confirmation, extension of the probationary period, or dismissal (with notice or pay in lieu) is appropriate. Inform the employee and then use one of the following letters to confirm your decision.
- If the employee's performance has been satisfactory, write to
confirm satisfactory completion of the probationary period.
This gives an encouraging message to the employee and helps him/her to feel
more settled in the new role.
- Should there be doubts about the employee's ability to perform
successfully in the job but you feel that either you have not had a proper
opportunity to judge (possibly due to absence or other factors) or that the
employee may be able, with more training and guidance, to reach a
satisfactory level of performance, attendance or conduct, you can formally
extend the probationary period . The extended period should
then be monitored to ensure the employee manages to achieve a satisfactory
standard during this time. Do remember to follow up on the extended
probationary period. If by the extended period date you haven't extended
further or dismissed, the period would be deemed as successful.
- Should the employee's performance, attendance or conduct be unsatisfactory and you feel that he/she is not able and/or willing to remedy this, write to confirm the employee's dismissal , having informed him/her of your decision at the meeting.
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