Evaluating Remote Work Performance: How Should We Handle Probation During COVID-19?

We are a manufacturing company with 1000+ employees. We have various employees whose probation period is getting completed in the month of June 2020. They were working from home from the fourth week of March until the end of May during the lockdown period. This is the first time our organization has asked employees to work from home.

Evaluating Performance While Working from Home

So, how should we evaluate their performance while working from home?

Dealing with the Probation Period

Secondly, how should we deal with their probation period? Should we confirm them or extend their probation period? If yes, then on what grounds? Please guide.

Online work can be measured. If the work output laid down has been completed on time and as per the quality requirements of the company, then there should be no problem. There is no need to extend the probation period.

In continuation of what Mr. Nathrao has rightly said about the performance evaluation of probationers asked to work from home (WFH), I would like to add that WFH is an alternative arrangement requiring a change in the place of work only. In fact, WFH demands a greater sense of responsibility and effective time management from the employees. Particularly, a probationer may feel more stressed when working alone during the actual performance of his job from home. If his accomplishments meet the normal standards of evaluation/expectation, he becomes fully qualified for confirmation.

Secondly, WFH is an option chosen by the employer due to the operation of the law, resulting in a countrywide lockdown of all places of economic operations and essential supporting activities like public and private transportation being affected. Since these probationers are fortunate enough, by the very nature of their job, to work from home, they can effectively continue working despite the lockdown. Therefore, the question of extending their probation does not arise at all.

Probationary Period

The probationary period is the time during which (6 months or 1-year duration) the employers/superior management evaluate the performance and behavior of the probationer with the aim to:

1. Confirm the probationer in the permanent post if performance and conduct are found satisfactory; or
2. If not 100% satisfactory but a strong possibility exists for expected improvement with proper guidance, the probationary period is extended; or
3. If there is no possibility at all of desired improvement, then the probation period is not extended, and the probationer is relieved after due feedback given at regular intervals.

There is no extraneous consideration.

Regards, Harsh K Sharan, Kritarth Team, 10.6.20

WFH or working at the office presupposes that work, as laid down, will be completed. So, WFH should not be treated as anything less than official work. Umakanthan has made it clear and understandable. Therefore, simply treat WFH as normal work and confirm with the probationer if they have met the quality requirements and output.

Dear Sekhar, please discuss with your management whether the requirement of the person on probation exists or not. The decision to work from home was made by management due to the current situation. When evaluating the probationers, consider their performance before the lockdown and their performance and behavior during the work-from-home period. Request all department heads to provide their feedback on the probationers to facilitate decision-making. Confirm those who have received positive feedback and whose skills align with the current business needs. For others, you may consider extending their probation period or terminating their employment based on the terms of their appointment.

Thank you.

WFH can definitely be treated as official duty. Those who assign such tasks to probationers can effectively evaluate the probationer's performance during their probation period. You can confirm their services with effect from the date due for confirmation. There is no need to extend the probation.