For a few years now I’ve been supporting managers at my workplace to confirm the end of probationary periods. But there is a lot of confusion as to what a probation period actually is. A probationary period is an important part of the recruitment and selection process of new team members. It allows the manager to assess the new team member’s suitability to their new position, and to review and adapt training for the new employee. Its essentially a trial period and it works both ways. During the probationary period, the manager needs to ensure the team member is learning the tasks associated with the job and is meeting expectations.

Throughout the probationary period, the manager should provide regular feedback on the team member’s performance. Address any concerns in a timely manner. At my workplace the probation period is 6 months, but in some organisations they can be 3 months. Casual team members and temporary team members are exempt from a probationary period. The probationary period cannot be extended beyond six months. After the probationary period has expired, the team member is considered to have completed their minimum employment period and enjoys full entitlement to unfair dismissal action.

Sometimes it becomes obvious very early on that a new team member does not meet the position’s requirements and is unlikely to meet the position’s requirements within the probationary period. If you decide to terminate your appointment before the end of the probationary period, you do not need to wait until the end. You may terminate the appointment at any time.

It is important to note that once the employee completes probation, the behavioural characteristics they are exhibiting are unlikely to improve. Probation is a time when an employee is motivated to demonstrate their best behavior. Therefore, managers need to address performance concerns and give employees the chance to improve so that they can gain a reasonable understanding of what they are capable of and how well they fit into the team. The purpose of the probationary period, expectations of the role, and encouragement to seek guidance on tasks and responsibilities should be explained to employees. Members of the team should also actively assess whether the organization and position are suitable for them.

The team member should be informed of their termination and the reasons for the termination. They should also be provided with:

• the appropriate written notice (as contained in the employee’s contract) or payment in lieu of notice;

• payment of all accrued entitlements;

• a Separation Certificate; if one is requested;

• a Certificate of Service, if one is requested.

In the event the employee wishes to provide notice during probation, the employee’s contract may stipulate a shorter notice period, such as one week when terminating at the request of either the employer or the team member. In order for the notice to be effective, it must be in writing.