It is important to be consistent with the probation and confirmation criteria so that there is no ambiguity in the minds of both employees as well as Managers. This policy helps to evaluate the performance of an employee on probation and to ensure the company has hired the right skills and experience to be able to pursue its long term and short term goals and aspirations.
This policy template is available for download in Word format.
The objective of the Probation and Confirmation policy is to communicate expressly with the employees regarding the duration of the probation period of employment and the subsequent confirmation of employment with the organization.
The scope of the Probation and Confirmation policy is to set a framework for communicating the probation duration within the organization. The scope is also to indicate the rights of the employees and employer during the probation and the benefits to which the employees shall be entitled after successfully completing the probation duration.
This policy applies to all full-time employees within the organization.
This policy tends to clarify the probation and confirmation process to standardize the procedure. This will help not only HR teams but also Hiring managers to follow.
The idea behind having a probation period in the UAE is to assess the employee's performance within the first few months before offering them a permanent position. During the probation period, the employee undergoes a thorough evaluation and performance screening. Once the review concludes, the employer will hire the person as a permanent employee if deemed suitable for the particular position.
The "Probation Duration" explains the procedure for probation and confirmation of employees within the organization.
Confirmation – Once employees satisfactorily complete the probation duration of SIX MONTHS, then the employment tenure of employees is considered as CONFIRMED.
Close assessment and record of new employees' performance: Business HR and the Business Head of the department in which the new employees are placed should closely evaluate and record the performance of new employees via continuous interaction. Performance feedback should be assessed, and feedback from the new employees or challenges encountered in the job must be resolved by the Business Head of the department where the new employees are placed, along with the Business HR. Performance gaps need to be indicated by the Business Head of the department to the new employees under the probation duration to improve performance.
Non- Compliance with this policy in the following events will be treated as Non-Compliance and shall lead to the issuance of show cause notice to the parties involved:
In addition to issuing the Show Cause notice to the parties involved in the above-stated events, intervention by the Management Committee and HR Head of the organization shall be undertaken, if considered necessary. The Management Committee and HR head may formulate an investigation committee for the Non-Compliance event if deemed necessary.
The investigation results may lead to the termination of parties involved in non-compliance with the Probation & Confirmation policy.
In the event employees under the probation duration is unable to perform due to personal health issues or injury, then the probation period shall be extended with a benefit of the doubt to the employee, and the employment of the respective employee shall be considered as confirmed.