Poor Performance Probation Template
HR Lady
11 Posts
Does anyone have a viable template that I could use? Need ASAP.
HR Lady
11 Posts
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Probationary Period
ISSUED: ________________________ NUMBER ______________________
INTRODUCTION
The Bank recognizes two separate conditions which result in staff members being placed on probation.
The first condition is brought about as a result of the employment process itself. New staff members are hired on a three-month probationary period. This period is set up to accommodate the employee and the department supervisor. It is a period of adjustment and adaptation on both the personal level and the job requirement level. The staff member is expected to meet or exceed the initial demands of the position during this time period. Also, it is a time period for adjustment to the Bank's overall policies and work rules. If, during this time period, the staff member fails to adapt successfully to the requirements of the position, or the department of the Bank, or the Bank as a whole, employment will be terminated. This determination will be made by the department supervisor, in concert with the Personnel Department. Discussion and counseling will be employed before termination is recommended. The new staff member is made aware of probation via signature on the Conditions of Employment section of our Application for Employment form. Probationary periods are also discussed during orientation.
The second condition which causes probation is performance inadequacy during employment but after the three-month new staff member probationary period. A staff member may be placed on probation for a designated period of time if it is recognized that serious performance deficiencies exist but are within the employee's ability and desire to correct. This is designed as the last step after the progressive disciplinary procedures (described in Policy #402 of Supervisor's Manual) have been exhausted. It is a course of action which delays or avoids the discharge of the staff member. It should be used sparingly and only where the supervisor sees evidence of a sincere desire from the employee to try to work things out. A form placing the staff member on probation should be given to the employee and filed in the personnel file of the staff member for the time period in question. Specific areas of improvement should be delineated in the form and a performance review prepared at the end of the period if the staff member is to be retained. Salary increases should not be granted during a probationary period.