![]() ![]() This allows you to optimise the training plan and improve efficiency, which is in the company's best interest. Through targets, you can evaluate performance and determine where the employee may be lacking. Set realistic goals to ensure fairness when assessing the employee's capabilities. Setting targets is vital so that both parties know what is expected and the employee has a goal to work towards. A well thought out training plan will foster knowledge and confidence in new hires allowing them to complete their duties accurately and efficiently. ![]() It is also important the hew employees have the adequate resources to support them in the early stages of their engagement. Providing proper training is vital in the first few weeks of hiring new staff. An unsuccessful probation period increases staff turnover and wastes company resources such as the time and money spent on training new hires. It is in the company's best interests to have an adequate probationary period. For example, if you hire an employee with a probationary period of three months, both parties will have this period to assess how the arrangement is working out and reflect at the end of the term.Īfter three months, if both employer and employee are satisfied with the arrangement, the employee will complete their probationary period and receive a permanent contract allowing them access to full benefits provided by the company. If employed for 12 years or more, 12 weeks’ noticeĪ probationary period allows both parties to evaluate whether they want to continue the agreement.If employed between 2 and 12 years, one week’s notice for each year.If employed between one month and two years, at least one week’s notice.The length of time depends on the job and the industry.Ī probation period clause is most common in employment contracts but can also be found in rental agreements, sales contracts, leases, and other agreements.ĭuring a probationary period, some contracts state that employment can be terminated on much shorter notice (in line with the minimum statutory notice set out in section 86 of the Employment Right Act 1996) than the notice to which the employee will be entitled once they successfully pass their probation. However, this can be shorter or longer in some cases. The length of the probationary period is not set out in legislation, but it typically ranges between 3 to 6 months. ![]() It is also called the trial period or probationary period. A probation period is when both parties evaluate the employee and employer arrangement prior to committing to a fixed contract. ![]()
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