HRMAGIX014Performance, progression and payEmployee Probationary Period Policy
The purpose and duration of probation, how performance is assessed during it, and how confirmation or its refusal is communicated.
- Companies on HRMagix
- 120+
- Employees managed
- 9,000+
- Integrated modules
- 12
- Free trial, no card
- 14-day
Purpose
This policy states the purpose and duration of probation, how performance is assessed during it, and how confirmation, or its refusal, is communicated.
The part most often missing is the last one. A probation period that ends without an explicit decision leaves both sides unclear about the employee's status, which becomes a problem precisely when it matters.
Who it applies to
Employees serving an initial probationary period.
What you write into it
Progression policies fail on process rather than principle. The template provides the cycle and the sequence; the criteria, the weightings and who decides are the parts that make it yours.
- The length of probation, and whether it may be extended
- How performance is assessed during the period, and by whom
- How and by when confirmation is communicated
- What terms differ during probation, notice, leave, benefits
What HRMagix records
A progression decision that cannot be evidenced is difficult to defend later. These are the records that support it.
- Probation end dates surface to the reporting manager ahead of time rather than after
- Confirmation is an effective-dated change on the employee record, so downstream terms follow automatically
Where the rules themselves live
No cycle, rating scale or eligibility period appears above. Those are the employer's criteria, and restating them here would create a second version to keep in step with the approved one. Read HRMAGIX014 in full.