End of Probation and Confirmation in Service
The end of probation or confirmation in service marks an important aspect in the career of an employee. An employee acquires substantive status in the confirmed post and legal status thereof once the probation period is completed satisfactorily.
An employee completing the period of probation shall be marked by granting some financial incentive, normally it is an increment. Conversely, an employee on probation or an extended period of probation will not be entitled to any increment. Importantly, it needs to be specified that an employee under probation has to be confirmed in service by an order in writing. Mere continuance in service does not mean the services are confirmed.
Drafting a Probation Policy
In drafting a policy on probation, start with defining the probation period for various cadres, like the blue-collar workers, the white-collar ones, the Class IV or unskilled workers, the supervisory staff, and the executive/managerial cadre. The period would vary; while for the unskilled category, it could be three to four months, the skilled category would warrant at least six months, and for the supervisory and executive cadre, it could be one year or more. It is necessary to define the maximum extendable limit of probation, normally it is twice the original period. If an employee is not able to work satisfactorily even after the extended period, then such an employee will be terminated from service.