The document outlines a probation and confirmation policy for full-time employees, detailing objectives, principles, and responsibilities throughout the probationary process. It includes guidelines for performance monitoring, confirmation criteria, and potential termination cases. The policy aims to ensure effective evaluation and support for new employees while establishing clear expectations and accountability.

1. Brief Summary and Sample
Probation and Confirmation
Policy

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

6. Opportunities of Probation
For Managers For Employees
 Monitor the
performance of
employee
 Build up long term
relationship
 Conduct performance
review and provide
feedback.
 Decide the
confirmation or
termination of the
employee
 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 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
• 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
If the employee repetitively fails to maintain the
good performance, behavior and conduct then
organization can terminate the employee.

11. Thank You