Guide to managing probationary periods

The aim of probation

A probationary period is a period of trial for a new employee. It enables both the line manager and the employee to objectively assess whether the new employee is suitable for the role, taking into account the individual's overall capability, skills, performance, and general behaviour in relation to the job in question.

There is a strong case to be made that using probationary periods increases the likelihood that new employees will succeed in their jobs. In the absence of an effective probationary review process, an employee who is unsuitable for the job may be retained indefinitely.

Line managers should therefore identify and address any unsatisfactory performance or behaviour during the probationary period.

It is much easier for line managers to address issues as they arise. If they allow them to continue, the problems are likely to be exacerbated.

It is also preferable for employees to receive immediate feedback rather than remain unaware of their manager's unhappiness. They will have a fair chance to improve their performance or change their behaviour if they receive feedback.

Length of probationary periods

There is no standard probation period because the length of time required to objectively assess a new employee's performance depends on the complexity and seniority of the job.

A probationary period is typically three months for unskilled, clerical, or junior administrative or technical positions, and six months for management, supervisory, professional, or senior technical positions.

A probationary period should be long enough to allow the employee to settle in and learn the essentials of the job. It should also be long enough for the manager to determine whether or not the employee is capable of meeting the job requirements. However, the probationary period should not be any longer than is necessary to achieve these goals.

At the time of recruitment, the period of probation applicable to each individual, as well as