https://www.hrhelpboard.com/category/hr-policies.htm employee probation period is kind of trial period or can say testing period that is pre-agreed upon before joing after complition of probation period employer decide employee can continue or not

1. Probation and Confirmation
Policy
Brief Summary and Sample

2. Presentation Flow
• An objective and scope of Probation and
Confirmation Policy
• Probation Period and it’s Principles
• Appointment with Probation
• Opportunities of Probation
• The Framework of Probation Policy
• Responsibilities at Each Stage of
Probationary Process
• Three points for Employment Confirmation
• Cases of Termination
• Extension of Probation Period

3. An objective and scope of Probation and
Confirmation Policy
Objective
• To convey the terms and conditions applicable
during probation period and to review the
performance of employees during probation.
Scope
• Probation is mandatory for all employees who are
working full time. It is a fundamental right of
employees to get proper review of their
performance.

4. Probation Period and it’s Principles
Effectiveness, Equity,
and Accountability
are pillars of
probation period
New employees
should follow the
code of conduct and
dedicatedly work on
assignment
Manager should
provide support,
resolve the work-
related queries and
arrange the training
activities

5. Appointment with Probation
On contract
appointment with
probation
Probation
period varies
from 3 months
to 1 year
Confirmation letter will be
provided after completion
of probation period

6. Opportunities of Probation
For Managers
• Monitor the performance of
employee
• Build up long term
relationship
• Conduct performance
review and provide
feedback.
• Decide the confirmation or
termination of the
employee
For Employees
• Learn and Understand
• Training facility to improve
performance
• Adjustment to the new
environment
• Demonstrate the
performance and
commitment towards
organization

7. The Framework of Probation Policy
• Appointment and Induction
• Job Assignment
• Completion of Probation Period
• Performance Review
• Expectation fulfillment verification
• Confirmation

8. Responsibilities at Each Stage of Probationary Process
Probationary
Process
Responsibilities of Manager Responsibilities of HR Department
Appointment and
Induction
Provide Role Profile Form and brief
about job role
Share information about
appointment with probation.
Arrange induction program.
Job Assignment Assign suitable job and provide
resources to execute the job
Verify if resources are available for
new employees to work on
assignment.
Completion of
Probation Period
Convey all about performance
review and documents required for
review.
Provide performance review form
and collect the documents related to
performance.
Performance
Review
Responsible for performance review
. Conduct a meeting and discuss on
employee performance
Responsible for behavior review .
Conduct a meeting and discuss on
employee behavior
Expectation
fulfillment
verification
Submit report to HR department on
whether the expectation are
fulfilled or not.
Verify all the proofs of performance
and collect the review from manager.
Confirmation Recommendation for confirmation Issue the confirmation letter

9. Three points for Employment Confirmation
Work performance was
satisfactory as per
organizational standard
• Work performance
should be as per set
standard
• All the proof regarding
the performance
should be submitted
Leave record was
satisfactory and within the
limit set for a probation
period
• Leave during probation
period should be
within the allotted
limit
• Leave verification will
be done by HR
department
Conduct, Attendance,
and punctuality was
good
• Feedback from team
members will be
considered to check
conduct
• Time in and time out
records will be verified.

10. Cases of Termination
Unsatisfactory action or case
of excessive leaves or poor
performance can lead to
termination
If the employee repetitively
fails to maintain the good
performance, behavior and
conduct then organization
can terminate the employee
First step is to discuss with
the new employee regarding
the issue. Later training
program or warning will be
issues in the case of
misconduct

11. Thank You