Probation Policy
A ready-to-use Probation Policy covering eligibility, evaluation criteria, and termination during the probationary period, plus a free downloadable PDF.
Download Probation Policy Template
Table of Contents
What is a Probation Policy?
Making someone a permanent employee from day one doesn't always work out, even after they've aced the interview process. Sometimes the fit just isn't there, often because the organization and the new hire turn out to be less compatible than expected. A Probation Policy exists to avoid locking both sides into that mismatch too early: it's a trial period that runs from the recruit's start date until they're given permanent status.
That time lets both the employer and the new hire get to know each other properly and figure out if it's the right fit. The employee gets to see whether they're comfortable with the working environment and the responsibilities of the role, while the organization decides whether to make the position permanent or end things instead.
This policy spells out the rules of that trial period clearly, what's expected of an employee and what isn't, and makes clear that the employer's decision comes down to performance, behavior, and how well someone adapts to the working environment.
Standard Probation Policy Format
Here's a sample Probation Policy you can adapt for your own organization:
[Company Name] believes every company needs a policy that gives employees a short period to get comfortable with the organization. This time lets both the employer and the employee decide whether the other is the right choice.
Purpose
This policy sets out the provisions for the probationary period of new recruits.
Scope
This policy applies to all new recruits of the company. Current employees who are promoted to a higher position are also eligible for probation, as are current employees being disciplined for various reasons.
Definition
In this policy, the probationary period is the time between signing the employment contract and receiving permanent employee status. It's an exploratory period in which the employer evaluates whether the employee is suitable for the organization.
An employee on probation receives continuous training and evaluation, to learn the new work profile and improve at it.
By the end of the probationary period, the employer or supervisor decides whether the employee is a good fit for the organization. The decision is based on:
- The employee's expertise, capability, and skills at work
- The employee's progress on assigned tasks
- Their dependability, loyalty, and other important personal qualities
- The employee's behavior toward colleagues, supervisors, and subordinates
These criteria must be documented. The supervisor's decision is final.
Termination During the Probationary Period
If an employee is considered unsuitable for the organization during their probationary period, they may be terminated. This kind of termination doesn't require the employer to give statutory prior warning, and the employee can be terminated with or without cause, depending on the situation. Termination may happen before the probationary period ends.
The employer or supervisor has the right to dismiss the employee due to an unsatisfactory evaluation or inappropriate behavior. The employee will be notified of the dismissal in writing, with the notice stating the reason for termination and the date of dismissal.
If an employee needs to be dismissed after the probationary period ends, the company must follow the provisions of its employee termination policy.
Quick, Actionable Tips
- Why the organization is implementing this policy.
- The purpose of this policy.
- Who's eligible to be covered under this policy.
- Definitions used in this policy.
- The provisions for ending employment during the probationary period.