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Probation process - Process and managerial support
Process
It is important that the new employee (whether full-time, part time or trainee) becomes familiar with the Cumberland Council and school’s purpose, values and corporate policies and contributes to these as soon as possible. In the first few weeks, the manager/headteacher should provide the opportunity for the new employee to learn how to do their job properly as part of the performance management system.
During the first few weeks managers and headteachers should ensure that employees understand exactly what is required from them. This will help minimise any preliminary difficulties during this initial period.
Learning and development needs must also be identified in the first few weeks. These will vary from person to person and should be carefully planned on an individual basis to provide an effective induction. In this way a new employee will quickly become effective in their new role. A subsequent skills audit or training needs analysis and appraisal session, at the end of the probationary period, should reinforce and build upon the initial learning and development identified in the first few weeks.
Purpose of probation
The probationary period is one in which new employees are given every reasonable opportunity and support to develop their work to the required standard. All Directorates and schools are responsible for ensuring that individuals are given full and clear information about the requirements of the probationary period. Directorates and schools must also provide time and resources to fulfil these requirements.
Probationary period
Within the first two weeks, the new employee and line manager will draw up a Probationary Agreement. This will set out criteria for success in all appropriate areas of work and identify the nature of the support to be provided within and outside the department. The agreement will also include arrangements for a comprehensive review of the probation period. When an employee has successfully completed their probation, their appointment will be confirmed.
Appraisal process
The annual appraisal process, which requires a six-monthly review, includes the assessment of performance against previously agreed objectives. The employee’s objectives and personal performance targets should be consistent with the objectives of their team, Directorate, Cumberland Council or school.
Objectives agreed within the probationary period, whether short term or long term, should be fed into the employee’s performance appraisal as appropriate at the 26-week point. At the end of a successful probation, the line manager and employee will complete the respective paper work and feed previously agreed objectives into a mid year appraisal.
If the end of the probation period doesn’t fall in June (the main month for appraisal) this process should link into a mid-year performance appraisal.
Support Process
Managerial support
It is the line manager who has daily responsibility for the overall induction and probation of a new employee. The line manager should periodically update their own line manager/headteacher on the new employee’s progress.
Where a new employee reports to more than one line manager, the two managers concerned should liaise and agree the approach to be taken.
Line manager’s role
The line manager will meet the new employee on a regular basis to review progress and offer the necessary support. At the beginning of the probation period the line manager will be responsible for:
- the provision of initial information about the department/school including all induction material
- the allocation of work to allow the new employee to develop the skills and understanding needed for the post
- the drafting of a Probationary Agreement with the employee, which will identify the criteria for successful completion of the probationary period and the learning/development support to be provided
A mentor may be nominated by the Line Manager to help and support the new employee during the probationary period. However, the line manager retains responsibility for the employee’s probation on a day-to-day basis.