🙋‍♂️Probation Period

Probation refers to a trial period at the beginning of an employee's job, during which the employer evaluates the worker’s performance, behavior, and suitability for the position.

✅ Key Characteristics of a Probationary Period:

Purpose: To give the employer time to assess whether the employee meets the expectations and standards of the role.

Typical Duration: Commonly up to 6 months, depending on the country's labor laws (e.g., 6 months maximum under Philippine Labor Code).

Rights & Benefits: Probationary employees often have fewer job security protections, but they are still entitled to basic labor rights (wages, working hours, safety, etc.).

Possible Outcomes: Regularization: If the employee meets expectations, they are confirmed as a regular/permanent employee. Separation: If performance is unsatisfactory, the employer can end the employment before the probation period ends, following due process.

Departmental Policy: Probation Period Compliance

Objective: To ensure all departments adhere to labor regulations regarding probationary employment, particularly the 6-month maximum limit, and to promote fair and timely employee assessments.

Policy Guidelines:

1. Mid-Probation Review (3rd Month)

• All probationary employees must undergo a formal performance evaluation by the end of their third month of employment.

• The purpose of this review is to:

  • Identify any performance or behavior concerns early.

  • Provide clear and documented feedback to the employee.

  • Allow sufficient time for improvement before the end of the probationary period.

• Team Leaders are responsible for ensuring timely completion of this evaluation and submission to HR.

2. 1-Month Improvement Period (if needed)

• If the mid-probation review identifies performance concerns:

  • A structured 1-month improvement plan may be implemented.

  • The improvement period must be completed within the 6-month probationary timeframe.

  • HR must be informed of the action plan and expected outcomes.