FAQs

During the probationary period the line manager has a responsibility to set the required performance standards and follow up any development needs that have been identified, either during the selection process or subsequently. Managers must ensure that staff members understand what is expected from them during their employment. The probationary period represents the best opportunity to achieve this and ensure that the required standards are met.

The process for managing probationary periods comprises ofthe following elements:

 Regular one-to-one meetings/supervisions, held at least monthly

 Formal review meeting during month three

 Final formal review meeting during month five (or extension period), leading to either confirmation in post or non-confirmation in post dismissal meeting

The process can be varied but should be discussed with Human Resources first. As a minimum a staff member must not be dismissed on the grounds of capability without first having been warned that their performance is jeopardising their continued employment, having one formal review meeting and a non-confirmation in post meeting.