What is Probation Policy?

Appointing a recruit as a permanent employee from day one of joining the organization may not be fruitful. In some instances, even after acing the interviews, the employee–organization relationship may not work out. This can happen due to several reasons: one of them being the lack of compatibility between the organization and the recruit. To avoid such a short-lived employment relationship, the organization implements a Probation Policy, which is essentially a trial period between the recruit’s date of joining the organization until he is given a permanent employee status.

This allows both employer and the organization to know each other better and decide whether this is the right partnership. Apart from this, the employee can use this time to discover if he is comfortable with the organization’s working environment and job responsibilities. If the organization feels that the employee is suitable for the organization and its working environment, the employee is appointed as a permanent employee. In the opposite circumstances, the employment is terminated.

This policy gives a clear indication of all the provisions regarding this trial period. It explains clearly what an employee should or should not do. The policy emphasizes that the employer’s decision is based purely on the recruit’s performance and behavior and ability to adapt to the working environment. With our Probation Policy, make sure the recruits have a clear idea about this trial period’s rules and process.

The sample policy involves the below sections.

  • The organization’s intent to implement this policy.
  • The purpose of this policy.
  • The eligibility of the employees to be covered under this policy.
  • The definition in the context of this policy.
  • Provisions regarding the termination of employment during the probationary period.

Probation Policy Template Sample

“Name of the Company” believes that every company requires a policy that allows a brief period for the employees to get comfortable with the organization. This time allows both the employer and the employee to decide whether the other one is the right choice or not.

Purpose

This policy outlines all the rules to be considered when managing an employee’s probation.

Scope

This policy is applicable to the newly recruited employees of the company. In addition, any current employees who received a promotion to higher designation and who are being disciplined are also eligible for probation.

Definition

The time spent by an employee in the company after signing the job agreement till becoming a permanent employee is called a probation period. Employees will be trained to learn and improve new skills and responsibilities during probation.

This time is useful for employers to assess the roles and responsibilities handled by the employees and to understand if they are a perfect fit for the job.

The following factors shall be helpful for the employer to make the decision.

  • Expertise, skills, and abilities at work.
  • Development on assignments.
  • Personal qualities such as accountabilities, loyalty, etc.
  • Behavior in the company.

These factors shall be documented as they are valuable for the employer to make the final decision.

Termination during Probationary Period

An employee may be terminated at any point during the probation period if they do not qualify for the position, possess inappropriate behavior, or show unsatisfactory performance. Such termination does not require any prior warning to the employee.

Sometimes employees may be terminated before the end of their probation time. The employee will be handed a written notice of their termination, which will describe the reasons for the same.

Moreover, if the employee is to be fired after their probation, the employer shall follow all the rules of the termination policy.

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