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    Probation and Confirmation Policy - Canopus

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    geminigirl.19june
    The Probation and Confirmation Policy outlines the process for evaluating new employees during their initial 6 month probation period at Canopus GBS. New employees are given performance targets and goals by their manager. At the end of the probation period, the employee's performance is reviewed by their manager and HR and a decision is made to either confirm employment or extend the probation period. If expectations are met, the employee receives a confirmation letter, while unsatisfactory performance may result in probation being extended up to 4 additional months to allow for improvement with training. Repeated failure to meet targets can result in termination.

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    Probation and Confirmation Policy - Canopus

    Uploaded by

    geminigirl.19june
    24 views3 pages
    The Probation and Confirmation Policy outlines the process for evaluating new employees during their initial 6 month probation period at Canopus GBS. New employees are given performance targets and goals by their manager. At the end of the probation period, the employee's performance is reviewed by their manager and HR and a decision is made to either confirm employment or extend the probation period. If expectations are met, the employee receives a confirmation letter, while unsatisfactory performance may result in probation being extended up to 4 additional months to allow for improvement with training. Repeated failure to meet targets can result in termination.

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    Policy

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    The Probation and Confirmation Policy outlines the process for evaluating new employees during their initial 6 month probation period at Canopus GBS. New employees are given performance targets and goals by their manager. At the end of the probation period, the employee's performance is reviewed by their manager and HR and a decision is made to either confirm employment or extend the probation period. If expectations are met, the employee receives a confirmation letter, while unsatisfactory performance may result in probation being extended up to 4 additional months to allow for improvement with training. Repeated failure to meet targets can result in termination.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    24 views3 pages

    Probation and Confirmation Policy - Canopus

    Uploaded by

    geminigirl.19june
    The Probation and Confirmation Policy outlines the process for evaluating new employees during their initial 6 month probation period at Canopus GBS. New employees are given performance targets and goals by their manager. At the end of the probation period, the employee's performance is reviewed by their manager and HR and a decision is made to either confirm employment or extend the probation period. If expectations are met, the employee receives a confirmation letter, while unsatisfactory performance may result in probation being extended up to 4 additional months to allow for improvement with training. Repeated failure to meet targets can result in termination.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Probation and Confirmation Policy

    Policy Information
    Policy Title Probation and Confirmation Policy
    Issued by / Author Human Resource Department
    Policy Owner Human Resource Department
    Effective Date Jan – 2024

    1.Objective

    The purpose of Employee Probation and Confirmation Policy is to ensure employees of Canopus GBS
    has the right skills and experience to be able to pursue its long-term and short-term goals and
    aspirations.

    2.Scope and Applicability

    All new joiners of Canopus GBS regardless of position and grade, unless specifically decided by the
    Management or HR Manager.

    This policy applies to all full time employees of Canopus GBS.

    3.Policy & Process Guidelines

    All full time employees will be under probation for a period of 6 months from their date of
    joining.

    Reporting manager will assign a standard goal or target to the new joiner. This goal is agreed by both
    the parties. At the end of the probation period the set performance target and the achieved
    performance will be compared by the reporting manager and HR

    Confirmation forms will be sent to the respective Reporting Managers 3 weeks before the probation
    end date by HR.

    Reporting Manager will have to revert to HR with their decision on confirmation or probation
    extension of the concerned employee within 1 week from the date the form was received.

    If the employee meets the expectation of organization in terms of performance , then confirmation
    letter is provided to the employee on the probation end date.
    Appointment and Induction

    Job assignment

    Job Confirmation

    Performance review by Manager & HR

    New employee meets Expectation

    Job Confirmation

    Probation Extension

    In the event of unsatisfactory performance by new joiner, an extension of probation period for
    whatever valid reason, should be for a minimum period of < two months > and maximum of < 4
    months > and can be extended only once.

    If an employee is unable to improve within the set probation extension period, Reporting Manager
    along with HR discuss about the unsatisfactory action/excessive leaves/ poor performance with the
    new employee. Reporting manger may arrange training, coaching & Development programs for the
    improvement of performance. The recorded discussion should be duly signed by the employee and
    the manager.

    However, if the employee repetitive fails to achieve the set performance then organization has a
    right to terminate the employee.
    In the case of health issues or medical emergency, the new employee should submit the sick
    certificate to the HR department. The advice of the higher management will be considered in
    such case before the decision of termination.

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