Probation Review Form Template

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Overview

Once an employee is hired, the Probation Review Form is used to monitor performance during the probation period and to set performance expectations for the next annual performance review. 

This document is a form template that will help your company define a position’s success factors and it's typically used when a new employee is hired, or an existing employee transfers to a new position, to define a position’s success factors and set performance expectations.

By properly filling out this employee evaluation form it will make it easier to make big decisions, such as giving a raise or terminating an employee. By establishing a paper trail, you can point to detailed and documented reasons for your decisions that have now been acknowledged by the employee. 

How it's used

This Probation Review Form is also used as follows:  

Before employee is hired or transferred, Probation Review Template is used to:

• Define a position’s success factors
• Ensure performance expectations align with candidate criteria before the search begins 
• Create interview questions
• Create employment or position transfer agreements

After the employee is hired or transferred, Probation Review Template is used to:

• Set and communicate performance expectations during the probation period
• Review performance at the end of the probation period

Used together with other documents available in the Probation Period family of templates

• Probation Review Form (This One)
• Probation Review Completion Letter
• Probation Review Extension Letter
• Extended Probation Review Letter

Why use it

The Probation Review Form is used: 

• To ensure success factors for new hires are carefully considered and put in writing before they start
• To clearly communicate the goals and success factors of the position during the probation period and the first performance review cycle

What you risk by not using it

If a Probation Review Template isn't used:

• New people start in your company without clarity on what's expected of them
• New hires don't receive regular feedback in their first few months on what they're doing right and where they need to improve
• New employees don't become competent in their new positions as quickly as they could
• Unsatisfactory work habits or performance standards are established, creating problems for others in the company
• Addressing performance issues immediately during the probation review period is deferred and a poor-performing employee stays employed much longer than needed - also resulting in much higher severence and separation costs.