Benefits | Probationary Toolkits | Employee Checklist

The effectiveness of the discussion is enhanced by appropriate advance preparation by both the manager and staff member. 

Here are the recommended preparatory actions:

• Set up a mutually agreeable time and location for the meeting, ensuring no interruptions
• Both parties review the job Description
• Both parties review documentation from previous performance conversation (if applicable) 

Checklist

The probationer - or newly appointed or promoted employee - has the responsibility of ensuring that each stage of the probationary process is completed on time. 

As probationer you need to:

• Understand that the process is an assessment of performance and determines future suitability in the role
• Accept that the onus is on you to meet performance standards and take responsibility for your development
• Prepare adequately for all probation meetings
• Fully engage with process and respond with feedback
• Ensure that the expectations and duties of the role are understood, and seek clarification when necessary
• Understand the overall work objectives/duties
• Jointly formulate, with the Line Manager, objectives / milestones for the full 12-month period
• Be self motivating and identify your development needs within the context of the role and how they may be addressed as early as possible
• Attend any training courses that have been identified as a requirement or support
• Take on board any suggested improvements and apply these improvement

DCU People supports you by ensuring that

• Probation assessments are conducted as planned
• Assessments are conducted in a fair and transparent manner
• You are given sufficient opportunity to improve if performance issues are identified
• The final recommendation is communicated to you with sufficient notice in advance of the end of the probation period
• Any recommendations for failure / extension / pausing of probation are dealt with through the appropriate channels