Probation and Induction
The induction process is essential in ensuring that the employee understands their new role, how it fits within the organisation, the culture, work environment and the rules and procedures that they are expected to adhere to as well as the people with whom they will interact.
A well designed and implemented induction process will reduce the risk of misunderstandings that can lead to performance concerns arising.
New employees are commonly required to serve a period of ‘probation’ to establish suitability for the role. Probation periods are distinct from induction and run for a fixed period, usually six months. The employee may have their employment terminated prior to or at this point, if the employer determines that performance is unsatisfactory. Shorter notice periods generally apply during probation (subject to statutory notice periods).
In our guidance and information section below, you can find guidance on staff induction (including the new 24-month induction period necessary for Early Career Teachers, Internationally Qualified Teachers iQTS) and on managing probationary periods; these resources are complemented by template letters, a model review form and induction checklist in our templates and tools. Our FAQs cover some commonly-asked questions in the area of staff induction and managing probation.
2 Guidance
Guidance and Information
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Templates and Tools
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FAQs
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Early Career Framework
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