Policy Adopted on 14/01/2021 / Revised 04/07/2023 and will be reviewed Q2 2024– Revision 2.0
1. Policy Statement
The purpose of this policy is to set a clear process for line managers to manage the performance and conduct of employees during their probationary period.
2. Reason for Policy
It is the church’s policy to operate a probationary period for all new staff and may be used where an existing member of staff is commencing a new role. Probationary periods will be used constructively to help new employees integrate effectively into the business and allow the line manager to assess whether the employee is suitable for the role.
The length of probation will depend on the role carried out by the employee. The period of probation will be set out in the documentation provided to the employee.
3. Who Should Read this Policy?
- All staff members
- Board of Trustees
4. Resources
- This policy is part of the Staff Handbook found on The Way We Work platform
- https://twww.revivechurch.uk
5. The Policy
- Managing the probationary period
The line manager is responsible for setting objective performance standards for the employee and should discuss their expectations with the employee. A mid-point probationary review meeting should be held with the employee during their probationary period. This meeting will be used to assess how the employee is progressing and discuss whether any improvements are needed for the employee to successfully complete their probationary period.
- Providing support during probation
The line manager is responsible for providing guidance and support to the new employee during the probationary period. The level of support required will differ depending on the individual employee. All support necessary should be given by the line manager to allow the employee to successfully complete their probationary period and continue their employment.
The line manager should ensure the employee receives appropriate training at the start of the probationary period. An induction and training plan should be set in place to assist with the employee’s development and introduction to the church. All relevant church documentation should be made available to the employee at the earliest date.
- Providing support for disabled employees
As legally required by the Equality Act 2010, line managers must provide additional support to disabled employees to ensure they are not subjected to unlawful or less favourable treatment during their probationary period. Reasonable adjustments must be made to remove any barriers the employee faces at work.
The line manager must discuss the support offered to disabled employees during their probationary period with our outsourced HR provider.
- Addressing concerns during the probationary period
During the probationary period, the line manager will be continually assessing the suitability of the employee. The line manager should hold a mid-point probationary review meeting to discuss any concerns with the employee’s performance or conduct during the probationary period.
When concerns are raised before or after the mid-point probationary review meeting, the line manager should arrange a formal meeting with the employee to discuss these. Failing to address these concerns in a timely manner could lead to the employee failing to complete their probationary period. Minutes of the meeting should be made and a record of any agreed actions should be made in writing and provided to the employee.
- Terminating employment before completion of the probationary period
Most employees will remain employed by the church until the end date of their probationary period. In some circumstances, the line manager may identify that the new employee is unsuitable for their role and will not have reached the required standard with further support before the end of the probationary period.
Where there is sufficient evidence that the required standards are not being met and are unlikely to be met, the employment can be terminated at any stage during the probationary period. The line manager should discuss early termination with the outsourced HR provider
- Terminating employment at the end of the probationary period
Despite being provided with support, necessary training and concerns being addressed as they arise, the employee may not meet the required standards of performance by the end of their probationary period. This includes, but is not restricted to, the employee not meeting their work targets, persistent lateness or unacceptable conduct during their probationary period.
The line manager may decide that their probationary period has been unsuccessful and their employment should be terminated at the end of the probationary period. This should be discussed in advance with the HR department to ensure termination can take place at the end of the probationary period.
The line manager should hold a probationary review meeting with the employee and inform them of the decision to terminate. The reasons for termination should be recorded in the probationary period review form.
- Confirming successful completion of the probationary period
If the employee has met the required standards during their probationary period, the line manager should hold a probationary review meeting with the employee and inform them that they have successfully completed their probation. Future performance objectives should be discussed and agreed with the employee.
The line manager shall notify the outsourced HR provider that probation has been successfully completed and they will confirm this to the employee in writing.
- Terminating employment after probation
The employee’s future performance will be assessed under the church’s capability policy and their conduct will be reviewed under the church’s disciplinary policy. Any breach of these policies will be managed in accordance with the church’s normal processes which could lead to formal action up to and including dismissal.
- Dishonesty during the probationary period
Following the probationary period, the line manager may discover that the employee has been dishonest when applying for the role. The line manager should inform the outsourced HR provider immediately.
