How long is the probation period?
A six-month probation period applies for new employees (except internally transferring employees and casuals).
Read more information - OD Fact Sheet - Probation Periods - 31KB
What happens during the probation period?
Supervisors are expected to work closely with the new employee during the probationary period to ensure a smooth transition to the new position.
A plan is to be developed setting out reasonable expectations and priorities to be achieved during the period of probation. This may be done on the PDP form, on the Work Plan template or on something similar. If at any time during the probation period any performance concerns arise, the supervisor is to contact Organisational Development ASAP to discuss next steps (see Managing Non-Performance below).
Towards the completion of the probation period, a decision will be made as to whether the employment will be confirmed. If the employment is to continue, this will be confirmed in a letter to the employee.
Read more information on the Personal Development Plans page.
Download a Sample Work Plan - 117KB
Does the probation period need to be agreed in writing?
Although not required by law, it is good practice, and all new City of Greater Dandenong employees are informed in writing about the probation period before they start. This is included in the Terms and Conditions document.
Does the probation period apply to casuals?
No. Casual employment is determined by the nature of the work, ie the work is not regular or systematic. An employee will be covered by the unfair dismissal and unlawful termination laws if they:
- were initially engaged as a casual;
- have worked at least six months on a regular and systematic basis; and
- have a reasonable expectation of ongoing work.
What happens if an employee moves internally to another position?
An internal transfer does not attract the probation period unless a period of probation has not been completed.
For example, a new employee who completes two months in corporate planning and then transfers to a new position in asset management will continue to be on probation for a further four months.
How do I manage non-performance?
By documenting your expectations/goals/performance targets and by holding frequent catch-up meetings, the employee will settle quickly into their new role and become a productive team member.
If the new employee is unable to meet agreed performance expectations and targets, quick action must be taken to ensure the employee has a reasonable opportunity to meet the required standards within the probation period.
Non-performance process
- Discuss your concerns with the employee and agree what action would be required to improve the performance/behavioural concerns. This discussion and the actions agreed upon must be documented.
- Regular feedback sessions are to be scheduled to monitor progress. These sessions should also be documented.
- As a last resort, the person's employment may be terminated within the probation period. This is a serious step however and cannot occur unless the supervisor is able to demonstrate to the CEO that the employee has had the concerns brought to their attention in a reasonable timeframe to enable them to rectify the situation.
Organisational Development are happy to support supervisors develop strategies to assist new employees meet required standards.