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Companies House Probation Policy
Recruitment of employees is expensive in time and resources and it is important for the efficiency of Companies House that the right decisions are made. A probation period helps by providing a clear framework for assessing a new entrant's capabilities, reliability and suitability in the long term for appointment. It also allows employees a set period when they can expect more intensive guidance and encouragement, and appropriate early training that is often not required by more experienced staff. The probationary period is a key element in the induction of new employees, providing the time and opportunity for both the manager and the new entrant to make soundly based decisions on their future in Companies House. Purpose 1. The main purpose of a probationary period is to ensure an individual's capability, reliability and suitability for permanent employment in Companies House. Our Probation Procedure will ensure that:
3. In order to complete the probationary period successfully, the probationer must demonstrate they are capable of undertaking the full range of duties of their post. Their performance will be formally assessed at least twice during the probationary period but feedback must be given verbally on a regular basis. 4. A probationers attendance and conduct records are equally important. Again, conduct will be assessed formally at least twice during the probationary period using the probation review form. Again, however, if any problems with conduct do arise they should be tackled immediately and not left until the next formal review is due. Attendance will also be closely monitored through a series of checks at strategic points throughout the probationary period. Length of Probation Period 5. Usually a probation period will last for a period of 12 months at which stage a decision will be made as to the individuals suitability for continued employment. In some cases however Companies House may require that a probationary period of 2 years be served for certain posts. 6.Annual leave will count towards the probationary period but the following periods will not normally be counted:
Decisions on Probation 7. Advice is available from the Human Resource Advisers, listed at the end of this document, to both team leaders and probationers. If the probationer's performance, attendance and conduct have been satisfactory the Line Manager should recommend that the individual successfully complete their probationary period. The Human Resource Team will then check the PDR, Probation Review and sick leave record before agreeing the decision and will inform the probationer in writing as soon as possible after the end of their probation period. 8. If however the probationer does not meet the required performance, attendance or conduct standards, they will be dealt with under the appropriate procedures as set out below. Extension of Probation 9. An extension of probation will only be allowed if there are definite indications, and not just hope, that the individual will achieve the standard required given further time to improve. Such an extension, which should be exceptional, cannot exceed a period of one year.
Unsatisfactory Performance Procedures N.B. Before each step of the unsatisfactory performance or attendance procedures the probationer will be informed of their right to be accompanied by a friend, colleague or Trade Union Representative. 10. Again Human Resources must be informed before any action is taken and indeed they will remain responsible for any letters that need to be sent. The following procedure must be followed in every case without exception: Oral Warning
10. Attendance will be closely monitored by all team leaders with specific checks carried out by Human Resources at the points indicated on the probation action sheet. During the probationary period there will be an expectation of a good or above average attendance record. As a guide the following levels are regarded as unsatisfactory:
12. In addition to the annual trigger points highlighted above sick absence will also be monitored on a pro rata basis, as outlined on the probation action list, throughout the probationary period. 13. When dealing with poor attendance the team leader will try to find any underlying cause for the poor attendance and will remind the probationer of the availability of our Staff Counsellor. 14. If the probationer's absence levels are a cause for concern during the probationary period the team leader will interview them in order to draw their attention to their sick leave record. They will be informed of the improvement required within a specified time span, no less than 3 months, and warned that a failure to improve could result in termination of employment. Confirmation of this warning will be provided in writing and will include information regarding the probationers ineligibility to apply for progression/promotion for a year and also their removal from payment of the Companies House Wide Bonus Scheme. Eligibility for Moves
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