Probation / Assessment / Confirmation

PROBATION

Period of probation:

For Member and Leader Level, the period of probation will be 06 months. The need to extend the probationary period beyond 06 months can only arise in the case of an average or mediocre performer who needs to be given “another chance”. Department Head may extend the probationary period up to the maximum of three months at a time. For Head & above there will be no probation period.

NOTICE PERIOD:  For all probationary appointment the notice period should be 15 days on either side.

TERMINATION OF SERVICES DURING THE PROBATIONARY PERIOD: Performer who are not up to the mark must be dealt with care and concern such that genuinely put in efforts are come up.

According to judicial rulings, since the probationary period is specified by the Company, in fairness the probationer must be tried out for the full probationary period.

Termination during the period of probation is legally contestable.

Please note, therefore, that if any unit wishes to terminate a probationary appointment earlier than the normal 6 months, there must be a good reason to justify this and a mere “opinion” will not be legally acceptable.  A factual case must be made out to show that the services of the probationer are unsuitable or against the interests of the company and this must be recorded in the person’s file as documentary evidence.

Should you have any doubt as to the suitability of a person at the time of recruitment, you may initially take him on a temporary basis and later put him on probation if he proves to be suitable.

ASSESSMENT

All probationary staff will be assessed as per the assessment form

Rating and weakness etc. to be shared with employee.

CONFIRMATION

No person shall be confirmed in service until his performance has been reviewed and assessed in accordance with the assessment criteria.

No person will be confirmed in service unless it is shown that he fulfills the requirements of the job. In the long run interests of the Company, it is better to face short-term shortages of manpower than to build up inventories of human deadwood.

Employees who are confirmed, may be issued confirmation letter and employees whose probation period is to be extended, extension letter may be issued.

NOTICE PERIOD

For Member and Leader, it is one month on either side. However, for appointments in category of Head & above employees, the notice period is three months.

RESPONSIBILITY

The HRM Department shall be responsible for this activity.  They have to put up the case of the employee whose confirmation is due to the Department / SBU head and after getting their comments, accordingly release the confirmation / extension order with the Signature of HRM Head.

 

 

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How to identify and apply performance management to get the best output from it?
Balance scorecard is necessary for achieving Goals of performance management
How the job analysis can best benefit to the company
Get best matched jobs on your email. No registration needed