A probation period is a trial period of employment. This trial ensures that the staff member is a suitable match for the role, that they perform as expected including meeting set objectives for the probation period and meeting the role requirements. It is also an opportunity for the new staff member to learn departmental and Trust processes and expected values and behaviours.

The appointment of every new employee to the Trust will be subject to a formal probationary period of no more than 6 months unless a period of extension applies.

Appointment of employees on fixed-term contracts will be subject to a probationary period as set out below:

The appointment of every new employee to the Trust will be subject to a formal probationary period of no more than 6 months unless a period of extension applies, with the exception of the following groups of staff:

 Consultants and Specialty Doctors

 Doctors in training (i.e.: Foundation Trainees, Core Trainees, Specialty Trainees and Research Fellows on recognised out of programme experiences)

 Bank workers

As it is a new job role and potentially could be a new pay banding new objectives and personal development plan should be set for this new role. This will outline expectations of the role and ensure that all initial staff orientation processes have been carried out. However where this new staff member may not be a successful match for the the role then they should be managed in accordance with the Trust's Performance Management/ Capability Policy.

For further support please contact your Employee Relations Advisor.

There are 3 meetings that a line manager should have with a new starter:

1) Initial objective setting (complete within first 4 weeks)

2) First probationary review (complete at 3 months)

3)Second probationary review (complete at month 5)

If, at any stage in the probationary period, an employee’s conformance to relevant Trust Policies/Procedures, code of conduct, work/competence, ability to undertake role due to medical fitness or attendance is considered not to meet the required standard, the employee must be informed of how their performance, conduct or attendance should be improved.

Objectives/standards to be achieved should be set, along with a written action plan detailing how progress will be reviewed and monitored, a copy of which should be provided to the employee. Advice and guidance on reviewing and monitoring the employee’s progress should be sought from the Employee Relations Team. In addition, all necessary training, support and supervision will be provided to assist in the employee’s improvement and achievement of the required standards. Where this cannot be provided for any reason, this should be documented and any necessary adjustments made to the timescales/plan as appropriate.

The manager should explore any reasons or mitigating circumstances, which may be affecting the employee’s ability to perform at work to the required standards and provide support as appropriate and/or reasonable. If the employee has demonstrated an acceptable level of improvement, which is felt by the manager to be sustainable, they should be confirmed in post after the second review meeting.

If the employee has demonstrated an acceptable level of improvement, but the manager does not feel that this will be sustainable, consideration will be given to extending the probation period for no more than 1-month. If the employee has not demonstrated an acceptable level of improvement, then the Manager should advise the employee that they are not recommending that they be confirmed in post.

The probation policy explains this in more detail or contact your Employee Relations Advisor for further support.

Maintaining core values and standards; including the Code of Conduct

 Applying the probation policy consistently and in a way that does not discriminate

 Ensuring that Trust Policies and Procedures are used primarily to help and encourage employees to improve where necessary  Keeping written records of all meetings

 Maintaining the confidentiality of all employees

 Monitoring the progress of new employees; ensuring that their training needs are met and that the employee is kept informed of their progress during the probation period

 Completing all probation paperwork and probation period review forms in a timely manner and that these are recorded onto the individual’s personal file appropriately

 Notifying employees in writing in a timely manner of the outcome of their probation period; whether this has been successful, is being extended or is being referred to a probation hearing.

 Maintaining core values and standards; adhering to Trust Policies, Procedures and relevant codes of conduct/professional codes of conduct

 For performing their duties in accordance with their contractual obligations and their job description/person specification

 Exercising due care in the performance of their duties

 Treating colleagues, patients and visitors with honesty, respect and dignity

 Being honest and trustworthy  Being co-operative and engaging with their probation period and development

 Complete all statutory and mandatory training requirements

As a line manager you will be asked to create a report to state why you think this staff member should not progress past their probationary period. All evidence including all probationary paperwork and other documentation will be required. Employee Relations will be able to support you with this and you can find the process at the top of this page.