What Is a Job Probation Review?
The phrase "job probation review" can refer to two different situations. Many employers have an automatic probationary period when an employee is first hired, and use it to determine whether he is able to perform the duties of the position. The phrase is also used to refer to a review for an employee who has been placed on probation for disciplinary reasons. Continued employment is based on meeting a set of expectations laid out in the probation meeting.
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New Hire Probation
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Employers consider the probation period the final phase of recruitment. This term generally runs around 90 days, although in academia it could be as along as five years for candidates seeking tenure. During the probationary period for a new hire, an employer will be evaluating the worker to see whether he is able to fulfill the requirements of the position.
New Hire Review
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The probationary period for new hires allows companies to dismiss new hires within the time frame without facing a legal penalty. The period should begin with a meeting between the supervisor and the new employee in which expectations should clearly be laid out. At the end of the probationary period, the two should review the employee's performance, at which time the employee may gain permanent status or be let go.
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Disciplinary Probation
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Disciplinary probation is a way for an employer to give an employee a second chance at keeping her position. The supervisor meets with the employee, explains that she is being placed on probation, and sets out a timetable during which certain expectations must be met in order for her to keep the job.
Disciplinary Probation Review
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At the end of the disciplinary period, much like with new hires, supervisor and employee meet to discuss whether the worker has met the terms of his probation. If not, the worker's employment is terminated. Employees who fail to meet their probationary terms have substantially diminished legal rights to continued employment should they seek redress.
Considerations
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Although employees are protected by employment laws regarding sexual harassment and hostile work environment, employers do have the right to terminate an employee because of lack of performance. Termination in some states can also interfere with an ex-worker's ability to collect unemployment if it involves "misconduct" such as chronic tardiness or absence from work.
Review Advice for Employees
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If you have kept track of your probationary expectations and performed them successfully, your review should be positive. Before meeting with your employer for the review, organize your thoughts and your notes about the tasks you have performed during this period. Arrive at the meeting on time. Consider asking co-workers about their experiences in these meetings as a way of preparing yourself.
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