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Probation process Employment development and reviews

Employee development

The new employee and line manager are to identify suitable learning and development activities.  These may be achieved by work/job shadowing, on-the-job training, blended learning, e-learning, structured courses, coaching, mentoring, seminars, conferences or continuing professional development. 

Review mechanism

The process of probation must include regular reviews conducted at the 12 and 20-week points by the employee’s line manager.  A record must be kept using the Assessment of Probation Period forms.  The review should include a discussion with the employee which includes:

  • explaining the criteria which are being used to review performance
  • discussion of progress to date
  • identifying any areas for further improvement
  • identifying suitable learning/development activities and appropriate support
  • the provision of/or review of any reasonable adjustments made for an employee with a disability
  • attendance record
  • giving the employee an opportunity to improve, if appropriate
  • warning, where appropriate, that failure to improve could lead to termination of employment either before or at the end of the probationary period

Allow sufficient time to enable the employee to demonstrate improvement and to assess the effectiveness of any support.  Provided the employee’s performance has been satisfactory, then the review at the 26-week point should form the basis of the next performance appraisal.

The job description and person specification will help identify the skills, knowledge, qualifications/training and personal competencies that are required of the employee.  These two documents will then form the basis for defining standards of performance and identifying objectives against which performance can be measured.

If the probationary period is completed satisfactorily then the employee’s appointment will be confirmed.  

If a line manager, after review meetings with the employee, decides that the new employee is unsuitable for the post, the employee will be informed by the line manager. The Cumberland Council may then terminate the new employee’s contract by giving the period of notice to which that person is entitled. Please see the section on Probationary Period Dismissal Procedure.

If there are any doubts about the employee’s performance not reaching the required standard, it is essential that there is sufficient evidence to support non-confirmation of the appointment.

Review of performance 

Periodic performance reviews are to be conducted between the new employee and the line manager at the following intervals:

  • 12 weeks - assessment of probationary period  
  • 20 weeks - assessment of probationary period
  • 26 weeks - performance appraisal

All documentation must be recorded on the Assessment of Probation Period report forms, copies of which are attached at Appendix 2.  The Assessment of Probation forms must be forwarded to either: