Probationary and transition periods policy

It’s for all new employees, including those on fixed-term contacts, existing employees who move to a new role and for managers who are responsible for managing the probationary/transition periods of employees who report to them. 

Line managers also need to be familiar with the policy.

• If you’re in a probation or transition period (PP or TP), your suitability for the job will be formally assessed 13 weeks and 26 weeks into your new role.
• Both employees and managers should use the  probationary and transition periods performance agreement form for this assessment.
• Your people team or your line manager will write to you to confirm when your PP or TP has been successfully completed. 
• All new employees must complete their mandatory core required training before they can be confirmed in post.
• Managers can use this policy to deal with concerns about an employee’s suitability for a role, including extending the probationary period or ending the contract.  
• Managers with concerns about an existing employee during the transition period must use the relevant Barnardo's procedure (for example: performance improvement, disciplinary, sickness absence).

• Employees are responsible for following the processes set out in this policy.
• Managers are responsible for managing the probationary and transition periods of employees who report to them.
• Local people teams are responsible for supporting managers and employees to understand and implement the policy.