CASCADE HR
Probationary periods
Separate arrangements apply to colleagues undertaking a probationary period.
The standard probationary period at Amplius is three months. The purpose of probation is to assess whether a colleague has demonstrated the capability, conduct and performance standards required for their role whilst ensuring appropriate support, guidance and development are provided during the early stages of employment.
Probationary periods apply to new starters only. Amplius does not operate internal probationary periods. Where an existing colleague moves into a new role, performance, development needs, and support requirements should be managed through regular one-to-one meetings, Personal Development Plans and quarterly performance reviews in line with the performance management framework.
Goals and expectations during probation
The goal setting stage of the performance management framework also applies during probation. At the start of employment, managers should agree clear goals and expectations with the colleague to support successful integration into the role.
Goals during probation will typically focus on role requirements, induction activities, mandatory training, demonstration of expected behaviours and values, and the knowledge, skills and capability required to perform successfully in the role.
Managers should ensure goals are realistic, achievable, and appropriate to the stage of employment, providing a clear understanding of what success looks like during the probationary period.
Goals should be recorded within Cascade and reviewed regularly throughout probation. Progress against agreed goals and expectations should form part of ongoing discussions, inform support and development activities, and be considered during each formal probation review.
Probation reviews
Probation should be supported through regular conversations, feedback, and coaching throughout the probationary period. Formal probation reviews recorded within Cascade provide a summary of progress and should not replace regular engagement between the manager and colleague.
Managers should meet regularly with new colleagues throughout probation to provide support, review progress, answer questions and ensure a successful induction into the role.
During the first month of employment, managers would typically meet with colleagues on a weekly basis as part of the induction process. The Month One Probation Review should provide a summary of progress during the first month, including achievements, development completed, support provided and any areas requiring further focus.
The same principle applies throughout the probationary period, with the Month Two and Month Three Reviews providing a summary of progress, performance, and development since the previous review.
Managers should not wait until a formal probation review meeting to raise concerns. Any performance, conduct or capability concerns should be discussed and addressed at the earliest opportunity.
Formal probation review meetings should take place at:
- Month One
- Month Two
- Month Three
Probation reviews should be recorded within Cascade and should focus on:
- Progress against agreed goals and expectations.
- Progress within the role.
- Demonstration of expected behaviours and values.
- Completion of induction and mandatory training requirements.
- Development and support provided.
- Any concerns or areas requiring improvement.
Probation outcomes
Following each probation review, managers should record the most appropriate outcome within Cascade.
The available outcomes are:
- Progressing as Expected
- Additional Support Required
- Probation Extended
- Probation Successfully Completed
- Probation Unsuccessful.
The outcome recorded should reflect the colleague's overall progress against agreed goals and expectations, demonstration of required behaviours and values, capability within the role, and any support or development provided throughout the probationary period.
Month One and Month Two Reviews will normally result in either "Progressing as Expected" or "Additional Support Required".
In exceptional circumstances, where it is clear the required standards will not be achieved despite appropriate support and feedback, a probationary period may be ended before the final review stage.
Probation Extensions and Probation Successfully Completed outcomes may only be recorded at the final probation review.
Managers should ensure the outcome is supported by appropriate discussion, evidence and feedback gathered throughout the probationary period.
For further guidance on probation review outcomes, review stages and the probation review process, managers should refer to Appendix B – Probation Review Process and Outcomes.
Probation Extensions
Probation can only be extended once and for a maximum period of one month..
An extension should only be considered where additional time is required to assess performance, capability or conduct and there is a reasonable expectation that the colleague will successfully achieve the required standard.
Where probation is extended:
- Clear expectations and objectives should be agreed.
- Additional support and development requirements should be identified.
- Weekly review meetings should take place throughout the extension period.
The extension period and review discussions should be recorded within Cascade. Managers should seek advice from People Services before extending a probationary period.