Probation Review

A probation review is a crucial step in assessing a new employee's performance and determining their suitability for a role. Conducting an effective employee probation review ensures that expectations are clear, feedback is constructive, and any necessary support is provided to help employees succeed.

This guide outlines the key steps in a probation review, including performance evaluation, feedback strategies, and decision-making processes. It is important that you review regularly, so that new employees are aware of how they are performing, and are receiving the appropriate feedback. These reviews should be conducted in performance review meetings.

The length of a probation period varies depending on the organisation, industry, and employment contract. In Australia, the Fair Work Act does not set a standard probationary period, but most employers typically implement three to six-month probation periods for new employees. This allows sufficient time to assess an employee’s performance, skills, and cultural fit within the organisation.

ICDA recommends a 3 month probation period.

A probation review meeting is essential for providing structured feedback and assessing whether a new employee is meeting expectations. It allows both the employer and the employee to discuss performance, workplace integration, and any challenges faced during the probation period. By conducting a formal probation review, managers can ensure that employees have the necessary support, training, and resources to succeed while identifying any areas for improvement.

Holding a probation review meeting also helps organisations make informed decisions about an employee’s future with the company. It provides a clear opportunity to set performance expectations, clarify job responsibilities, and reinforce organisational values. Additionally, it ensures compliance with HR policies and promotes a fair and transparent onboarding process. A well-managed probation review meeting helps increase employee engagement, reduce turnover, and strengthen long-term workforce planning.

ICDA's Performance Review Template includes a recommendation to conduct performance review meetings at:

• 1 month
• 2/3 months (midpoint)
• 3/6 months (end of probation)

The purpose of this meeting is for the new employee and the manager to discuss the past weeks and highlight any areas that may need clarification or to be addressed.

Typical examples might include:

• Planning - or lack of
• Communication
• Positive attitude
• Work load
• Expectations and deliverables
• Training
• Retention
• Presentation
• Follow through
• Attention to detail
• Adherence to Deadlines

The employee will have an opportunity to communicate how they feel they are performing within the guidelines given for the role. The meeting will provide the opportunity to discuss what areas of work and the team they are enjoying, what areas if any, are proving difficult, expectations and accountability. This is also an ideal time for the new employee to articulate whether the role is as depicted during the interview process.

The Manager will then give feedback on how the team member is performing against expectations and document Action Plans if required.

• Book a meeting time and advise the team member of the meeting and the purpose. Allow approximately 30-45 minutes.
• Clarify their perception on the accuracy of the depiction of the role, during the interview process. "Is the role as we described?"
• Invite team member to talk about their role covering the above, talk about issues they may have and any improvements that they have made. (Document issues or concerns raised and come back to them at the close.)
• The manager gives feedback on performance. (Highlight any relevant issues with examples if possible)
• Discuss any issues raised (Document specific actions or outcomes)
• If appropriate discuss any training interventions and identify expectations for the next few months.
• It is important to include expected milestones against each responsibility in the Job Description for the probation period.
• Advise an appropriate date to revisit the above and review the second/third month. End meeting positively

Click on the button below for our Probation Review Template, which will help you to focus on specific areas for the review.