Hi all,
An employee on probation is not found to be satisfactory in terms of performance. Please help us as to which is the best option going ahead:
1. Not confirming him
2. Giving him 3 months more to improve his performance and then deciding
3. Demoting him to a lower designation and salary.
From India, Pune
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An employee on probation is not found to be satisfactory in terms of performance. Please help us as to which is the best option going ahead:
1. Not confirming him
2. Giving him 3 months more to improve his performance and then deciding
3. Demoting him to a lower designation and salary.
From India, Pune
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Dear friend,
Had you provided the exact terms of probation as stated in the appointment orders, it would have been more convenient to respond. The act of not confirming an employee and keeping them as a probationer indefinitely may result in what is known as unfair labor practice at a later stage. Demoting the employee to a lower position with reduced salary could be seen as a breach of contract. Therefore, you have the option to extend his probation by another three months with a condition to enhance his performance. If there is no improvement thereafter, you may proceed to terminate his services. It is crucial that all actions are well-documented.
From India, Salem
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6108Had you provided the exact terms of probation as stated in the appointment orders, it would have been more convenient to respond. The act of not confirming an employee and keeping them as a probationer indefinitely may result in what is known as unfair labor practice at a later stage. Demoting the employee to a lower position with reduced salary could be seen as a breach of contract. Therefore, you have the option to extend his probation by another three months with a condition to enhance his performance. If there is no improvement thereafter, you may proceed to terminate his services. It is crucial that all actions are well-documented.
From India, Salem
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Probation period is 9 months, and he has completed 6 months with us. I have just joined this company. Actually, this was a hiring mistake. The company wanted to hire an executive-level candidate for a lower degree and complexity of work. However, since the executive designation was not introduced at that time, they hired him at an associate level with a higher salary.
Now, after completing six months, the employee is not performing satisfactorily even for the role of an executive but is earning as much as an associate. So, what can be done to rectify this hiring mistake?
From India, Pune
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Now, after completing six months, the employee is not performing satisfactorily even for the role of an executive but is earning as much as an associate. So, what can be done to rectify this hiring mistake?
From India, Pune
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Dear Colleague,
At this stage of completing six months out of a nine-month probation period, you need to point out to him in a meeting, in the presence of his department head, his deficiencies in specific areas of performance as expected of him. Convey to him in no uncertain terms that if he fails to demonstrate the desired improvement in his performance in the remaining three months of probation, he may have to resign or his services will be terminated.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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At this stage of completing six months out of a nine-month probation period, you need to point out to him in a meeting, in the presence of his department head, his deficiencies in specific areas of performance as expected of him. Convey to him in no uncertain terms that if he fails to demonstrate the desired improvement in his performance in the remaining three months of probation, he may have to resign or his services will be terminated.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc