Probationary periods

An agreed probation period is important for any person starting a new role, however formal or informal the recruitment process is.

For paid employment, probation is essential and often lasts for six months. If successful, terms of employment change after this point – an employee might be granted access to a pension or benefit scheme and their notice period often extends.

If there are concerns over an employee’s suitability or ability to fulfil their role, probation can be extended for another set period of time with support and monitoring measures in place.  

Even for an informal process, it is good to have an agreed period of time where the volunteer will have regular check-in meetings and additional support and supervision. It’s an opportunity for you and them to see if this way of serving is the best use of their time and skills and they should be free to step away if it’s not what they expected.

Don’t be afraid to sensitively redirect someone to a different area of service if they don’t seem well suited to this one. If someone is contravening safe practice or behaving in a way that causes concern don’t wait for a probation meeting to address this talk to your Safeguarding Lead straight away.  

Unsatisfactory probation 

If serious concerns about the worker’s suitability for the position are identified during the probationary period, these concerns should be addressed by the organisation and a plan put in place to resolve these, including the provision of further training where appropriate.

This must be done before any decision is made to terminate the contract or agreement or to extend the probationary period to give the worker or volunteer the opportunity to improve their performance.