Booking and information
Managing Probations Effectively - a 75-minute workshop run by the Employee Relations team.
Who should attend
Managers who are recruiting new team members or have staff on probation. Learn about your role and responsibilities and Imperial policies and procedures during a probationary period.
Key areas
- Provides line managers with advice on how to manage probation periods effectively
- Guidance on the benefits of following Imperial process and the repercussions when the process is not followed.
- Looks at the probation process in-depth, highlighting the importance of each stage, i.e. appointment, planning an induction, objective setting, mid and final probation review meetings and Annual Review Conversation (ARC), all in line with Imperial Policy and Values.
Further information
The workshop provides line managers with advice on effectively managing probation periods, guidance on the benefits of following Imperial process, and the repercussions when the process is not followed.
In addition, this workshop examines the probation process in depth, highlighting the importance of each stage, i.e., appointment, planning an induction, objective setting, mid and final probation review meetings, and Annual Review Conversation (ARC), all in line with Imperial Policy and Values.
Info
As a manager, your role is to effectively manage your people through their probation period in a transparent, fair, clear manner free of unfair discriminatory practices, aligning with Imperial guidelines and Policies.
Probationary periods enable you to objectively assess whether the new person is suitable for the job, considering their capability, skills, performance, attendance, and general conduct based on Imperial Values. They also allow the new employee to see whether they like their new job, set-up, team/department/work location, or need more support and adjustments.
- Conduct regular meetings with your employee, discuss their role, expectations, and set objectives
- Set the right tone
- Provide regular feedback
- Encourage an open dialogue
- Address any issues with your employee during your 1:1’s so nothing comes as a surprise in the probation meetings
- Conduct the mid and end-of-probation review meetings and agree on clear goals and progress
- Submit the relevant forms.
Look out for the ICIS automated reminders (for the standard three- and six-month reviews), which will remind you that these are coming up.