The line manager, co-signatory, and members of the HR department will all ensure that probation reviews are conducted in line with the probation process. The various roles are as follows.
- Talking to your line manager about the review and raising any concerns you have at the earliest possible opportunity. You will be able to add comments to the probation form, which you will be required to sign before it is submitted
- Setting objectives, which should be statements of what is required in the role within the probationary period. They should be:
- Achievable – bearing in mind that the employee is new to the job
- Relevant to the purpose of the job and to the employee’s own development
- If the job offer is conditional on obtaining a specific qualification, specifying this in the objectives
- Reviewing the forward job plan at each of the probation assessments, ensuring these are carried out on time (usually at intervals of 2 months for a probation period of 6 months)
- Presenting an honest and reliable picture of your employee’s work
- Ensuring that the employee receives the necessary training and support to meet their objectives
- Seeking advice from HR if the performance, attendance, conduct or timekeeping of one of your employees is unsatisfactory
- Dealing with any performance issues at the time that they happen
- Ensuring that employees receive the necessary support and resources to achieve the requirements of the job
- Ensuring that line managers deal with poor performance at the earliest opportunity
- Ensuring that the probation process is applied consistently across the establishment
- Providing support, guidance and coaching to line managers and co-signatories, particularly if they have employees who are under-performing
Each of your probation reviews is based firstly on whether you are meeting your objectives and secondly on whether you are meeting specified performance factors. These are as follows:
You will be assessed on your ability to work in line with organisation rules and the employment code. Any breaches of the rules will be taken into account at the probation assessments.
You must work for the number of hours as specified by the employment code, the local rules of the establishment and your statement of terms and conditions of employment. Poor timekeeping and unauthorised absence will be noted and addressed. Poor attendance on the grounds of an underlying medical condition is a separate issue and is addressed in paragraph 3.4.2.
- Team work
This will be assessed where your post requires you to work effectively as part of a team.
If, before the completion of probation, an employee is transferred to another BBSRC establishment, the period of probation already served will count at the new location.
If an employee of another research council is transferred to BBSRC, we will count the probation period already served if the employment is regarded as continuous.
Under no circumstances do changes in performance caused by pregnancy or absence on maternity leave form any part of a probation assessment.
3.4.1 If an employee is not performing to the required standard, you must meet with the co-signatory and a member of HR to decide on the best route to take. This meeting must be a high priority for all involved. The process for dealing with unsatisfactory probation is set out in appendix A1:2).
3.4.2 If the employee has a disability which is having, or is likely to have an impact on their performance, timekeeping, attendance or conduct, you should consider, in consultation with HR whether any reasonable adjustments could be made (see paragraph 7 of appendix A1:2).
Last updated 29/03/10
Amendment 88 - March 2010