Dear Seniors, Greetings for the day!!! I need some valuable advice as i want to know the reasons for probation period extension. Please list me some reasons for IT company. Regards, Sapana
From India, Pune
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9From India, Pune
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Dear Ms. Sapna,
The period of probation is mainly extended due to unsatisfactory performance by the individual. It could be for the following reasons as well:
1. Due to poor or irregular attendance or late arrivals for duties.
2. Due to rude behavior.
3. Neglect of duties.
4. Due to loose talk or spreading rumors.
It is advisable to review your appointment letter or the certified standing orders of the company where a list of misdemeanors is normally specified.
BS Kalsi
Member since August 2011
From India, Mumbai
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The period of probation is mainly extended due to unsatisfactory performance by the individual. It could be for the following reasons as well:
1. Due to poor or irregular attendance or late arrivals for duties.
2. Due to rude behavior.
3. Neglect of duties.
4. Due to loose talk or spreading rumors.
It is advisable to review your appointment letter or the certified standing orders of the company where a list of misdemeanors is normally specified.
BS Kalsi
Member since August 2011
From India, Mumbai
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This is in addition to what Mr. BS Kalsi has said. It appears that you have made up your mind to extend a probationer's probation, and now you are searching for the reasons. If this is true, then I can say that this is not a professional practice.
Performance Appraisal for Probationers
On completion of the probation, you need to conduct a Performance Appraisal (PA) of the employee. The PA form should include performance-related parameters as well as behavior-related parameters. The Head of Department (HOD) of the probationer should award marks based on the evidence. The total marks decide whether the probationer merits an extension of probation or confirmation of service.
There could be a single instance related to the probationer. It could be customer dissatisfaction of the highest kind, an emotional outburst against a colleague or superior, or any other instance. However, it has to be reflected in the PA form, and the HoD should recommend an extension of the probation.
Thanks,
Dinesh Divekar
From India, Bangalore
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Performance Appraisal for Probationers
On completion of the probation, you need to conduct a Performance Appraisal (PA) of the employee. The PA form should include performance-related parameters as well as behavior-related parameters. The Head of Department (HOD) of the probationer should award marks based on the evidence. The total marks decide whether the probationer merits an extension of probation or confirmation of service.
There could be a single instance related to the probationer. It could be customer dissatisfaction of the highest kind, an emotional outburst against a colleague or superior, or any other instance. However, it has to be reflected in the PA form, and the HoD should recommend an extension of the probation.
Thanks,
Dinesh Divekar
From India, Bangalore
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Understanding Probationary Period Challenges
Sometimes, line managers want an employee undergoing probation to leave by giving excuses like "he does not know his work." Bias and discrimination may be the real reasons rather than poor performance, which is partly the fault of the recruiter for not hiring the right person and of the supervisor for not training or teaching the new employee.
You should have, in your letter of appointment, a clause that states during the probationary period of X weeks, either the employee or the company may give notice or pay salary in lieu. If you feel that the new employee is truly a hopeless case and has committed a serious infraction such as stealing, hitting someone, or sexual harassment, you need to be sure you have proof to terminate them without even giving notice or one week's salary in lieu.
I would check for the real reasons why someone is asked to go during the probationary period. Most times, it is due to a mismatch. The line manager wants someone fast, who asks for low pay, has tons of relevant working experience but has to be prepared to work for little. So, HR hires someone who may not be as experienced as needed, and this is the result. In rare instances, the line manager may fear that the new person is more competent than them and may take over their role in the future. This happens if line managers are insecure and they give poor excuses for why competent employees should be asked to go.
From Singapore, Singapore
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Sometimes, line managers want an employee undergoing probation to leave by giving excuses like "he does not know his work." Bias and discrimination may be the real reasons rather than poor performance, which is partly the fault of the recruiter for not hiring the right person and of the supervisor for not training or teaching the new employee.
You should have, in your letter of appointment, a clause that states during the probationary period of X weeks, either the employee or the company may give notice or pay salary in lieu. If you feel that the new employee is truly a hopeless case and has committed a serious infraction such as stealing, hitting someone, or sexual harassment, you need to be sure you have proof to terminate them without even giving notice or one week's salary in lieu.
I would check for the real reasons why someone is asked to go during the probationary period. Most times, it is due to a mismatch. The line manager wants someone fast, who asks for low pay, has tons of relevant working experience but has to be prepared to work for little. So, HR hires someone who may not be as experienced as needed, and this is the result. In rare instances, the line manager may fear that the new person is more competent than them and may take over their role in the future. This happens if line managers are insecure and they give poor excuses for why competent employees should be asked to go.
From Singapore, Singapore
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Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf