Pbskumar2006
Sr.manager-hr
Anayaat
Hr & Administration Specialist
Vang_vinay
Core-hr Activities
Autumn Jane
Workplace Happiness
+6 Others

Thread Started by #zill_dipali

Hello Everyone,
I've one doubt in Appraisal policy. If the employee on probation period; So, Is he/she eligible for annual performance appraisal? I am working in Manufacturing company.
Kindly give answer.
Regards,
Zill
25th February 2011 From India, Ahmadabad
Hi dipali i'll get back to you with your doubt clarified.Also do you have any material or ready sheet for appraisal formats for Cost and Profit centres i need urgently.Would appreciate quick answer.
Thanks
25th February 2011 From India, Pune
Hi Zill
What's the length of probation? If it is only for 3 to 6 months, you need to conduct a confirmation appraisal. If the probation is 1 year, you may then use the annual performance appraisal but with a confirmation intention.
Regards
Autumn Jane
25th February 2011 From Singapore, Singapore
Hi there,
I think you mean by probation evaluation report, which is different from performance appraisal which is done on an annual basis or quarterly basis depending on the system you use for the organization, should the employee not meet the required performance level during the first 3 months then recommendations in the probation report is made to extend the probation period to further 3 months.
For probation report sample do use the search key you will have massive samples of the same
All the best.
25th February 2011 From Oman, Muscat
Dear dipali,
Normally in probation period, employee may not be considered for annual performance but if he is eligible as per cut off date in line with performance policy then this case may be considered after confirmation letter issued to the concerned.
In this case, he may get annual increment proportionately. fyms
Regards,
ASK
26th February 2011 From India, Madras
Dear Dipali,
Its better to conduct the Annual Appraisal of an employee only if he/she has completed six months in the company. Otherwise how can you appraise the performance of an employee who has just worked for a small duration.
Prasanth
26th February 2011 From India, Mumbai
Dear Friends,
First analysis the period of Probation before issuing the appointment order, then if the management is wish to make confirm in between the period of probation there is no obligation to get the performance appraisal.
Any way one should know What is the back ground of 'PROBATIONER' please see the attachment.
Regards,
PBS KUMAR
27th February 2011 From India, Kakinada

Attached Files
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File Type: pdf PROBATIONER.pdf (542.8 KB, 1102 views)

Hello,
The Performance Appraisal process kicks in after the employee is confirmed. You can use the Performance Appraisal process to confirm probation if the period of probation is upto 6 months.
I hope this helps.
27th February 2011 From India
Of course he is.
Probation itself is for evluation. But don't do it along with others if the concerned department is alraedy doing it on their own. Anyway he is not not eligible for any compensation hike based on this, because during pro period, they receive fixed emoluments.
27th February 2011 From United Arab Emirates, Dubai
Hi Zill,
The term annual implies one year. The employee in question would be eligible for an annual appraisal only after completion of one year; unless specified / committed earlier in his appointment letter.
If the probation period of the individual in question was extended then you can always differ his increment by those many months.
regards,
27th February 2011 From India, Mumbai
hi,
probation period is different in every company it is from 3 mnts, 6mnths & 1 year..any company does increase the salary within or until unless the employee completes atleast an year..so it is very clear that their is no increament for probationer...but perfromance appraisal can be done of that individual for other purpose such as training, Development etc but not for salary point of view...
27th February 2011 From India, Jalgaon
Hi Depaali,
As you said the probation period is for 6months, I believe you need to evaluate his performance in his probation instead of going for performance appraisal, check whether he/she is fit to hire as a permanent employee before confirming his employment. If he/she is not fit extend his probation period and give a chance to improve, if he/she did not prove in their probation period then say "thanks for being with us for this time".
Hope its giving some insight to you....
Regards
Vinay
28th February 2011 From India, Hyderabad
Hi All,
Best way ..to decide a appraisal period and the employees who comes under the period 'll be eligible for the appraisal...e.g. decide 1st July...everyone who has joined before 1st July (eg.1st July,2010 to 30th June,2011)comes under this whatever the joining tenure 'll be, and whoever joined after that comes in next appraisal.
28th February 2011 From India, Calcutta
hi. after 1 year only with confirmation intention ? no hike at all will be given? — team
13th October 2011 From India, Delhi
Hi,
Am assuming you are talking about an individual who is on probation while the exercise of annual increment is being carried out [viz. 1/1 or 1/4] for all the other employees.
Unless committed to the individual that you would review his salary at a specific time i.e. during the probation period - there is no need to carry out the appraisal process. As the term annual implies one year - the appraisal is generally carried out after the individual employee completes a year's service.
Regards,
15th October 2011 From India, Mumbai
In Probation period does profession tax is deducted please help
2nd February 2017 From India, Mumbai
Probation is normally 6 months & he is assessed before that for Confirmation; whereas; Annual appraisal is done once in a year- 12 months generally in Dec. to consider from Jan.( where Calendar year is followed.(Some Cos. follow Financial year in which case; it is given from April.)
Confirmation & Annual appraisal; both are dif. issues. However; where a Probationer is confirmed before Jan;i.e., after completion of prescribed Prob.period of 6 months) if not considered for AP, he will have to wait or there will be a gap of 18 months for him to get his A.Increment.
Therefore; in the APA; cut off period can be mentioned that employees with Min. 6 months service & who are confirmed before Dec. only will be considered for APA.
Seniors may give their guidance.
HR Consultant 15.6.2018
15th June 2018 From India, Bengaluru
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