In an organization where I'm working, the probationary period is for one year, and one person has served in this institution for 2 years and has been given the promotion to the top position. So, my question is now for this new position, once again, the letter of probation or a letter is given stating the promotion. Please answer; it's very important.
From India, Bangalore
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From India, Bangalore
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Dear Chetana, While selecting job candidates, organizations devise elaborate recruitment processes. Yet, they are wary and have a fear that the recruitment could go wrong; hence, they introduce the clause of probation. If the newly joined employee fails to meet the expectations or deliver the desired level of performance, he/she can be easily removed due to the probation clause. However, once confirmed, organizations cannot transition back to probation at their free will.
In your case, whether the confirmation letter is given or not, your organization has elevated him to the top position. His promotion implies your organization's faith in his potential. Therefore, where is the question of putting the person back on probation?
Instead of putting an employee on probation, in some organizations, a clause is inserted in the promotion letter stating that if the employee fails to deliver the desired performance level, he/she may be restored to the previous position. Some organizations do not provide a salary increase immediately after a promotion; it is granted after six months.
Generally, the probation period lasts from 90 to 180 days and can be extended if the performance of the newly joined employee is in doubt. However, after one year, you should either remove or confirm the person. Promoting an employee without checking whether the confirmation letter is issued or not is a procedural flaw in your HR department. It would be best to address this flaw promptly to avoid similar issues in the future. If the issuance of the confirmation letter poses a challenge, you may include a clause in the appointment letter stating that if the confirmation letter is not issued upon completion of the probation period, the employee would be confirmed automatically. However, this should be considered a short-term solution and not a healthy HR practice.
Thanks,
Dinesh Divekar
From India, Bangalore
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8113In your case, whether the confirmation letter is given or not, your organization has elevated him to the top position. His promotion implies your organization's faith in his potential. Therefore, where is the question of putting the person back on probation?
Instead of putting an employee on probation, in some organizations, a clause is inserted in the promotion letter stating that if the employee fails to deliver the desired performance level, he/she may be restored to the previous position. Some organizations do not provide a salary increase immediately after a promotion; it is granted after six months.
Generally, the probation period lasts from 90 to 180 days and can be extended if the performance of the newly joined employee is in doubt. However, after one year, you should either remove or confirm the person. Promoting an employee without checking whether the confirmation letter is issued or not is a procedural flaw in your HR department. It would be best to address this flaw promptly to avoid similar issues in the future. If the issuance of the confirmation letter poses a challenge, you may include a clause in the appointment letter stating that if the confirmation letter is not issued upon completion of the probation period, the employee would be confirmed automatically. However, this should be considered a short-term solution and not a healthy HR practice.
Thanks,
Dinesh Divekar
From India, Bangalore
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Confirmation Format (Probation).xls
PROBATION CONFIRMATION FORMATE.doc