Employee Confirmation Policy - Doc Download

Hi all,

I need some help on preparing the "Confirmation Policy." A person joins our company, is under probation for 3 months, and then is confirmed depending on various criteria. Now, my lead wants me to prepare a detailed policy on that. I have an idea of what we do. However, I need some extra questions that can judge the candidate on general aspects for confirmation, such as inclination towards work, attitude, and other relevant factors.

It would be a great favor if anyone could share an already designed policy for this. This will help me get a better understanding. I hope I am clear.

Thanks and regards,
Kiran.

Hi Mattamkiran,

While formulating confirmation policies, only the individuals performance is taken into acount. i.e we do not confirm an employees services in regards to his attitude and other things. The only criteria which needs to be taken into account is the individuals performance.

Sample Policy:

You will be in on probation period for three months from the date of commencement of employment and depending on your performance, the company, at its discretion, may extend the term of probation period. During the probation period, the employment can be terminated by giving one month’s notice on either side. In the event of your being deputed for an overseas assignment during your probation period, the company reserves all its rights to confirm your employment as permanent employee of the company at any time earlier than completion of the probation period, however, subject to the satisfactory performance on the overseas onsite project.

On completion of probation period or at any earlier time, as the case may be, your employment as a permanent employee shall be intimated and confirmed by way of letter in writing.

I hope this gives you a picture of how to proceed with the proceedings.

All the best to you MAttamkiran.

Thanks and regards,

Sunil

Hey Sunil,

Thanks for the reply. Actually, we were trying to prepare a policy based on which we decide whether to confirm his employment or not. Until now, we do not have anything like a written document or policy. Just today, I designed a policy for the same. All the members of citehr, please go through it and suggest any changes.

Thanks and regards,
Kiran.

Hi Kiran,

This is what I see as a confirmation assessment format wherein you have set the parameters to judge any particular employee. A policy is a law or rule of your organization uniform to all. What Mr. Sunil has replied to you is exactly the POLICY with terms and conditions.

Otherwise, if you intend to make a Confirmation Assessment format, then it's alright.

Hey Sunil,

Thanks for the reply. Actually, we were trying to prepare a policy based on which we decide whether to confirm his employment or not. Until now, we do not have anything like a written document or policy. Just today, I designed a policy for the same. All the members of citehr, please go through it and suggest any changes.

Thanks and regards,
Kiran.

Mousmi,

Thanks for the reply. Yes, we are in the process of making a Confirmation Assessment Format based on which we would be deciding whether to confirm his employment with us or not. So, for this, we want to consider all the factors (I agree that It is not possible to assess a candidate in all the ways within some two or three months). Once we are done with this format, we would get it approved from all the HODs and introduce a policy stating that all the new joiners should meet the above criteria in order for their Employment Confirmation with our organization.

I believe that I was not clear in my previous writings. But, I hope that I am a bit more clear now.

Thanks and regards, Kiran.