Probation Policy

OCS Group UK Limited recognises that a constructive probation process is vital in providing the appropriate level of support and training for new members of staff on commencement of their employment. It is Company policy that all offers of appointment are subject to the satisfactory completion of a probation period lasting three months.

The main purpose of the probationary period is to help create a positive and supportive working environment, allowing new staff to settle into the organisation and learn the key elements of the job within a reasonable and realistic timescale. It also allows the organisation to ensure suitability for the position.

It is extremely important that the performance and progress of individuals is closely monitored throughout the probationary period and that the results are discussed at regular intervals. Managers should clarify the duties and responsibilities of the new employee in line with their terms and conditions of employment, their job description and the policies and procedures which must be followed.

Before the end of the probationary period a decision must be made as to the suitability of the employee who should be informed in writing if their performance has met the required standard. On completion of the probationary period it is important that a probationary review meeting is held.

Clear, comprehensive and accurate records of probation review meetings should be maintained, including how standards are set, what methods are used for measuring them and what timescales are given for reaching them. A probationary review form is provided for this purpose and must be signed by the employee and his/her line manager at each review point to provide a formal record of the probationary period.

Employees should be aware their line manager may invite them into a probationary review meeting at any point during their probationary period, should it be decided they are not suitable for the role.

As an exception and only where it is felt that the probationer has the necessary potential and ability, but is currently under achieving, consideration may be given to extending the probationary period for up to another three months. In such cases, the extension must be properly documented and the employee advised, in writing, of the new time scales and where improvements must be made for them to successfully pass their probation.

It must be noted that in the event of the employee failing to meet the required standards during the probationary period, the notice as stated in the employee’s terms and conditions will apply.