Build your employee probation review.
Keep probation dates, agreed goals and manager evidence ready for review.
How to build your employee probation review
Describe the job
Keep probation dates, agreed goals and manager evidence ready for review.
Review the first version
Keep probation dates, agreed goals and manager evidence ready for review.
Refine the views
Ask First to adjust the fields and views for the people who will use the app.
Test before sharing
Walk through the process with a sample record and check who owns the next action.
A employee probation review example
A review deadline arrives before the manager supplies the agreed goal evidence.
Employee probation review example
- Record
- Employee probation review · 01
- Owner
- HR coordinator
Current stage · HR coordinator
Open the employee reference
A review deadline arrives before the manager supplies the agreed goal evidence.
Read the full walkthrough
Open the employee reference
A review deadline arrives before the manager supplies the agreed goal evidence.
- Record:
- Employee probation review · 01
- Owner:
- HR coordinator
Review the decision
Mark the review incomplete and assign follow-up instead of inferring a favourable outcome.
- Stage:
- Awaiting line manager review
- Owner:
- Line manager
Leave the review incomplete
Leave the review incomplete until the manager supplies the missing evidence.
- Next action:
- Leave the review incomplete until the manager supplies the missing evidence.
- Owner:
- People operations reviewer
What to include in your employee probation review
Keep the goals for this review
Record the agreed goal, observation period and review date so the manager assesses the current probation period rather than an earlier cycle.
Request missing evidence
A due date can arrive before the manager supplies observations. Keep the review incomplete and identify the information still needed.
Record the manager’s decision
Keep the reasoning and next development action with the review. An overdue form should never turn itself into a favourable or unfavourable employment outcome.
Match the review conversation
Choose the agreed goals and manager notes appropriate to the role. Keep evidence and interpretations distinguishable.
Limit the review audience
Design the HR and manager views around the information each person needs. Verify access before using real employment information.
Questions about employee probation review
Show the review as incomplete and assign a manager follow-up. A date passing does not supply the missing observations or determine the outcome.