Before the review
- The employee's written goals for probation are to hand.
- Attendance and leave record for the period.
- Notes from check-ins with the manager since joining.
- Any feedback from colleagues the employee worked with.
Assess each area
| Area | What good looks like | Evidence | Rating (1 to 5) |
|---|---|---|---|
| Role knowledge | Does the core tasks of the role without being re-taught | ||
| Quality and accuracy | Work needs few corrections | ||
| Reliability | Meets deadlines, keeps commitments | ||
| Communication | Asks, updates and escalates at the right time | ||
| Teamwork | Works well across the team | ||
| Attendance and conduct | Within policy |
The conversation
- Share the ratings and evidence before the meeting, not for the first time in it.
- Ask the employee how they see the first months and what would help.
- Agree two or three things for the next period, in writing.
Decision
- Confirm from [Date].
- Extend probation by [Number] months, with the specific goals that must be met.
- Do not confirm. Follow the notice terms in the appointment letter.
Record
Manager: ______________ Employee: ______________ HR: ______________ Date: ____________
Keep a signed copy on the employee's file and give the employee a copy of the outcome.
A starting point, not legal advice. Check the final wording against your contracts and the rules of your state, and have a qualified professional review it before you issue it.