Managing the Probation Period

Setting expectations: Within the first week of hire, managers should meet with the new employee to set and clarify job expectations, identify training opportunities, and provide feedback and coaching while the employee learns their new role.

One-on-one meetings: Throughout the probationary period, frequent one-on-one meetings will help identify training opportunities, and provide opportunity for managers to deliver feedback and coaching while the employee learns their new role.

Mid-probationary review: At approximately the mid-point of the probationary period (250 hours worked or 3 months of service, whichever is greater), a mid-probationary review is recommended. If you have concerns about this employees suitability for the role, contact Human Resources as soon as possible.

While no formal documentation is required, managers are encouraged to document the results of this discussion as a "check in" within the online annual review document. Refer to the "Building your performance document" reference guide for details.

Probationary Review: Before the conclusion of the probationary period (500 hours worked or 6 months of service, whichever is greater), managers determine if the employee is suitable for the role and complete a probationary review. If you have concerns about this employees suitability for the role, contact Human Resources as soon as possible.

Similar to the mid-probationary review, no formal documentation is required - managers are encouraged to document the results of this discussion as a "check in" within the online annual review document. Refer to the "Building your performance document" reference guide for details.