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Probationary periods FAQS Can I appeal against a decision not to offer me a permanent contract at the end of my probationary period?
Staff members have the right to appeal against the decision not to confirm in post. The appeal letter should be sent to the grandparent manager within 5 days of receipt of the dismissal letter, stating the reasons and grounds for appeal. If the staff member fails to appeal within this timescale they will lose their right to appeal, unless the particular circumstances show that it is reasonable for the appeal to be heard outside of these timescales. » more Can my probationary period be suspended?
There may be situations when the staff member will be absent for a prolonged period, e.g. sickness absence, maternity leave, where it is appropriate for the line manager to consider whether the probationary period should be suspended until the staff member is able to return to work, at which point the probationary period will re-commence. Factors to be considered are the anticipated length of the absence, the point that the absence occurred during the probationary period and the level of performance demonstrated up to the point of absence. The line manager should discuss the appropriateness of suspending the probationary period with Human Resources in advance. This will be particularly important in situations were the absence will bring the total period of employment to more than nine months. The line manager should meet with the staff member to inform him/her of the suspension of the probationary period and follow this up in writing, with a copy to the Personnel file. » more I am an existing member of Barnardo's permanent staff and have just been promoted, will I need to serve a probationary period for my new post ?
Although existing staff who are promoted or appointed to internal vacancies will not have a probationary period as such, the manager will be expected to carry out regular Performance Agreement review meetings/one-to-one's during the first six months in post, with formal reviews at months three and five. This is vital to ensure that standards are set and understood and appropriate support is provided. Any shortfalls in performance should be addressed promptly. If difficulties continue they should be discussed with Human Resources. » more |
