Good to note that you would like to evaluate probationers before confirming them. Nevertheless, what is important is to have communication on who will be evaluated, when they will be evaluated, how and on what parameters they will be evaluated, what happens when probationer gets X or Y or Z score, what is the yardstick of the confirmation and so on. All this has to be communicated before probation and not after.
Keeping employee dark about evaluation process and springing surprise of evaluation probation is about to complete is not a healthy management practice.
Going further, you need to train your managers on making evaluation process absolutely fair. It is organisation's responsibility to ensure that bias of any kind does not creep in the mind's of persons who handle this evaluation. Organisation is also responsible for completing evaluation process in time-bound manner and there should not be delay because managers were busy. Results of this evaluation should be communicated instantaneously and signature of the probationer must be taken on the evaluation form.
Post-evaluation probationer may be given feedback on his/her development needs. Official records of this feedback must be maintained.
Thanks for your time & reply to the post. But actually, my question was different. Purposely, I want to know that is it mandatory to have Performance Evaluation for the probationers.
As in many organisation, it is not compulsory.
Awaiting for your reply.
It is not mandatory to have performance evaluation even for the confirmed employees also. If you have doubt on efficacy of the performance evaluation itself, then forgive me for teaching you literature whereas you had doubt on importance of learning alphabets.
Well, to get your doubt cleared, you may read material on performance appraisal or performance management system. Your query is beyond the purview of the basics.
A formal evaluation/assessment for confirming an employee is outside the scope of statutory compliance (i.e typical labour legislations and related fulfillment).
If the employee is confirmed, then no worries. However in the case of extension and worst case terminations or if you would like to run a performance improvement programme (pip), then it is not wise to make it informal. In case of a dispute or a labour court affair,evidences like letters issued, assessment result etc. are critical to prove that what is done is not an unfair practice.
So my recommendation is to chart out a simple confirmation process with formal assessment and maintain records.
No, however, for your question get confirm whether the probationer have cleared all those modules set for the training during the probation period/cleared the training successfully. This is enough to confirm the probationer to the present cadre or selected cadre. Stick to the principles.
Best of luck...