Employee Induction Checklist - PowerPoint

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					WBC Probation
 Procedure

Workshop for managers
Outline
 Introductions
 Purpose of the Probation Procedure
 Induction and Performance Management
 Probation Assessment Meetings
 Probation Hearing
 Conclusions
 Questions
Why have a Probation
Period?
Key Points

   Probation extends to all new employees to the Council,
    including those coming from other Local Authorities

   Probation period is normally for 6 months

   Where the post is designated as flexible/free working,
    the employee will normally be excluded from working
    from home during the probation period
Managing New starters

             3 key elements




 Induction   Employee         Probation
             Performance
             Management
Induction Checklist
   Housekeeping – ID tag, car parking, ICT etc

   Planning a work programme

   Booking onto training courses

   Social Care – specific induction requirements

   Use induction checklist on intranet
Employee Performance
Management
   Regular supervision sessions – at least every 4
    weeks

   Agree performance targets and work to be
    completed

   Discuss support and development opportunities

   Use Employee Performance Management
    Procedure on intranet
Probation Assessment
Meetings

   Probation Assessment Meetings should take
    place :

        After one month of employment
        After three months of employment

        During the fifth month of employment
CASE STUDY PART A
First Probation Assessment
Meeting (at month 1)
   The Line Manager should :

       Provide formal feedback on performance

       Where there are concerns, set standards, provide support and
        agree review dates

       Note key points, targets and agreed actions (provide employee
        with a copy)

       Complete Probation Assessment Form and return to HR
CASE STUDY PART B
Second Probation Assessment
Meeting (at month 3)
   The Line Manager should :

       Provide formal feedback on performance

       Where concerns were raised at meeting one, review progress,
        setting further review dates if necessary

       Where new concerns are identified, set standards, provide
        support and agree review dates.

       Note key points, targets and agreed actions and give a copy to
        the employee

       Complete Probation Assessment Form and return to HR
CASE STUDY PART C
Final Probation Assessment
Meeting (at month 5)


   The Line Manager should :

       Formally confirm to the employee whether he/she has
        successfully completed his/her probation.

       Where successful, complete Probation Assessment
        Form and return to Human Resources
Possible Outcomes

              3 options




  Confirm     Extend      Convene
 Employment   Probation   Hearing
Extending Probation Period
   Appropriate where there is a good chance standards will be
    achieved

   Can be extended by up to 3 months

   Confirm to employee in final Probation Assessment Meeting – set
    standards and agree support

   Agree date for reconvened meeting (towards the end of the
    extended period)

   Follow up in writing, with reasons for decision

   Advise HR
Convening a Probation
Hearing
   Appropriate where it is unlikely the employee will reach
    the required standard

   Probation Hearing will decide whether to terminate
    employment

   Line Manager to advise employee in final Probation
    Assessment Meeting
CASE STUDY PART D
The Probation Hearing
   Head of Service, or above, to Chair

   Convene as soon as possible but give 10 working days written
    notice

   Line Manager to present the case

   Employee has right to representation

   Outcome either extension of probation period or termination of
    employment

   Employee has right of appeal
Concerns about conduct
   Minor issues - discuss at one to ones and probation
    assessment meetings

   If they persist, a Probation Hearing may be appropriate

   Allegations of serious or gross misconduct must be dealt
    with immediately, via a Probation Hearing

   Contact your Head of Service and seek advice from
    Human Resources
Concerns about capability


   A Probation Hearing can be convened before
    the end of the probation period BUT ensure :

       Formal assessments have taken place
       Standards have been set
       Reasonable support has been provided
       The employee has had an opportunity to improve

   Seek advice from Human Resources
Employees with a disability

   Particular care is needed

   Seek advice from Human Resources, who will liaise with
    Occupational Health if employee is not meeting
    standards

   Reasonable adjustments may be required (see Advice Notes)

   The Probation Period may be extended

   Alternative employment may be an option.
Conclusions

   Follow the procedure with every new employee

   Keep written records

   Seek advice where needed - HR Managers
    Advice Line 01635 503033 (x3033)
Questions?

				
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