23. PROBATION
a. All new employees appointed to an established post will be subject to a term of probation of no more than 26 weeks. This period is for the purpose of ensuring that staff appointed are suitable for the work for which they have been engaged. It is the responsibility of the Section Head to review progress during the probationary period and to take corrective action where appropriate. Employees who do not successfully complete the probationary period will not be confirmed in their position and their employment will be terminated.
b. If the employee is progressing well the employee should be seen at the end of the probationary period and informed that the probationary period has been satisfactorily completed and they will be confirmed in their position. The Personnel Department should be notified so that this can be formally recorded.
c. If the employee's suitability for the post is in question at any stage of the probationary period the procedure followed should be:-
i. Draw the employee's attention to the way(s) in which his or her performance is deficient.
ii. Give any training necessary to do the work.
iii. try to give direct supervision from someone competent and experienced in the work.
iv. ensure that the employee appreciates the reason for the action being taken and the implications within the probationary period.
v. If it is likely to be helpful in particular cases, discuss with the Director of Personnel the possibility of formally extending the probationary period.
d. All employees who take up an initial permanent post will be subject to a term of probation of not more than 26 weeks regardless of whether temporary employment has preceeded this. Further probation periods when transferring from one permanent post to another will not apply.
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