ࡱ> []Z` .8bjbj 4:"llll8$,pA00FFF% % % @@@@@@@$RChEN@-#! % ##@llFF*AA%A%A%#vlRFF@A%#@A%A%R="?F$ 08h##>@D@A0pA>>F$FF<?F?% Lq 6A% , B% % % @@$^% % % pA####$ llllll Employment manual section 4 New recruits 4d Probation policy Introduction When employees join [organisation name], they are on probation, normally for the first six months of their employment. During the probationary period, employees should be given guidance and support to help them learn their job. Process When an employee starts work, their manager must ensure that the employee understands what probationary service means and that the employee is clear on how their performance and progress will be reviewed and assessed. The employee should receive clear induction guidance covering duties, responsibilities and priorities of the new post. During the first few weeks, there should be the opportunity to discuss the key tasks and objectives with the line manager. After the employee has been at [organisation name] for three months, a formal review meeting will be held, where the employee and the manager will jointly discuss the employees performance and identify any needs for training or guidance. The following areas will form the basis of discussion. Job description and person specification Understanding and achievement of main job tasks [The [organisation name] competencies (see staff review documentation) and how the employee is meeting these. ] If it is felt that progress at the three month review is unsatisfactory, a record should be made of this, together with: details of the improvements required; how the improvements will be measured; the timescales for achieving the improvements; and the guidance or training that will be given. The employee should be given a copy of this record. The employee should be informed that their employment may be terminated or their probationary period extended, unless the required standards are met within the 6 month probationary period. A further formal review will be held shortly before the employee has completed six months service. If at this stage the line manager deems performance and progress to be satisfactory and s/he is ready to confirm the employees position, this should be stated at the review meeting. The manager and employee will then jointly update the employees work plan for the coming months. The work plan should be subsequently reviewed as part of the performance review system. If progress at the six monthly review is unsatisfactory, the manager should either formally extend the probationary period (for up to a further three months) or terminate the employees contract. Extending the probationary period The probationary period may be extended by three months to give a maximum probation period of nine months in total. Details of the decision should be recorded in writing and a copy sent to the employee. Termination of employment If it is felt, either during the probationary period, at the end of the probationary period, or during any period of extension, that the employees work performance is not to the standards required by [organisation name], then [organisation name] will contemplate dismissing the employee. If [organisation name] is contemplating action which may result in the employees dismissal or in a disciplinary penalty such as demotion, the following statutory procedure will apply and not [organisation name] s full disciplinary procedure. step one written statement [organisation name] will set out in writing the concerns (conduct, capability or other circumstances) which may result in dismissal or disciplinary action. [organisation name] will give or send this statement to the employee, give the employee the opportunity to consider his/her response, and invite the employee to a meeting at a reasonable time and place to discuss the matter. step two - meeting The employee must take all reasonable steps to attend the meeting. The employee may be accompanied by a colleague, trade union representative or friend at the meeting. After the meeting, [organisation name] will inform the employee about any decision and offer the employee the right of appeal. step three appeal If the employee wants to appeal, the employee must inform [organisation name] in writing within 5 working days. [organisation name] will then invite the employee to a further meeting. The employee must take all reasonable steps to attend. The employee may be accompanied by a colleague, trade union representative or friend at the meeting. [organisation name] will arrange for a more senior manager to chair the meeting, where possible. If this is not possible, a Trustee may chair the meeting. After the meeting, [organisation name] will communicate the final decision to the employee. If the employees employment is terminated during his/her probationary period or during the extension of the employees probationary period, [organisation name] will give the employee one weeks notice in writing. The following will apply to this process: Each step and action will be taken without unreasonable delay. Timing and location of meetings will be reasonable. Meetings will allow both [organisation name] and the employee to give their points of view. Varying the probationary period It is not essential in every case for the probationary period to run its full course. If it is clear that the employee is suitable for the job after 4 months, for example, the employee may be confirmed in post at this stage. Resignation during the probationary period If the employee decides to leave during his/her probationary period, the employee must give [organisation name] one weeks notice For more information or guidance This information sheet is part of the South London CVS Partnerships employment manual. Community Links Bromley is a membership of the partnership. The manual is designed for use by local voluntary and community organisations. We provide information, guidance and signposting on all aspects of running a voluntary and community organisation. For more information, see our website at www.communitylinksbromley.org.uk. Peter Dyer, Head of Organisational Development tel: (020) 8315 1917 fax: (020) 8315 1924 email: Peterd@communitylinksbromley.org.uk     Community Links Bromley Information Sheets Community House, South Street, Bromley BR1 1RH Tel: 020 8315 1900 Fax: 020 8315 1924 Email:  HYPERLINK "mailto:admin@communitylinksbromley.org.uk" admin@communitylinksbromley.org.uk *,-BCDS< E  .ĵzzzo_N hpfh&CJOJQJ^JaJh&h&5CJOJQJ^JhWhWCJaJhWhW6CJOJQJaJhWhWCJOJQJaJhWhW5CJOJQJaJh&CJOJQJ^Jh&h&CJ OJQJ^JhW5CJ OJQJ^Jh#t5CJ OJQJ^JhW5CJOJQJ^JaJ#h#th#t5CJOJQJ^JaJ,-CDEST; < D E      ; < f $ & F 5$7$8$9DH$a$gdW$a$gdWgdW  !gd& $gd#  *8-8f g  78*+ & F gdWgdW$ & F^`a$gdW$ & F 5$7$8$9DH$a$gdW$5$7$8$9DH$a$gdW KL*+-.gdWgdW.m./}~ gdfgdyegdK$gdf}gd&gdf}gdW & F gdW2{|}~ijraP?P.?P hfhyeCJOJQJ^JaJ hfh91CJOJQJ^JaJ hfh&CJOJQJ^JaJ hfhrCJOJQJ^JaJ hfhf}CJOJQJ^JaJ hrh&CJOJQJ^JaJ hrhf}CJOJQJ^JaJhfCJOJQJ^JaJ hf}hf}CJOJQJ^JaJhK$CJOJQJ^JaJh&h&CJOJQJ^JhhCJOJQJ^JaJ hf}h&CJOJQJ^JaJ       " $ ( * !!D!F!!Ϳު|pdQ%jh&h&OJQJUmH sH h&OJQJmH sH h# OJQJmH sH hh&h&OJQJmH sH h&h&OJQJmH sH h5jh5U(hfh&CJOJQJ^JaJmH sH hfCJOJQJ^JaJ hfhfCJOJQJ^JaJ hfh&CJOJQJ^JaJ hfhyeCJOJQJ^JaJ     " & ( !8(8)8*8+8,8-8.8gdfgd& $dNgd# &dPgd# !!!!!"8(8)8*8,8-8.8ֶ(hfh&CJOJQJ^JaJmH sH h&h5hUh&h&OJQJmH sH  h&h&0JOJQJmH sH %jh&h&OJQJUmH sH +jh&h&OJQJUmH sH  Web: www.communitylinksbromley.org.uk 21h:p# / =!"#$% DyK #admin@communitylinksbromley.org.ukyK Tmailto:admin@communitylinksbromley.org.uk8@8 &Normal_HmH sH tH L@L & Heading 1$@&5CJOJQJmH sH J@J & Heading 4$<@&5CJ\aJN@N & Heading 5 <@&56CJ\]aJH@H & Heading 6 <@&5CJ\aJDA@D Default Paragraph FontRiR  Table Normal4 l4a (k(No List4@4 &Header  !4 @4 &Footer  !6U@6 & Hyperlink >*B*ph..:,-CDEST;<DE ;<fg 78*+  KL*+-.m./}~   AB()*+,/000000000000000000000 00 0 0 0 000 00 00 00 00000@0@0@0@0@0@0@0@0@0@0@0@0@0@0@0@0@000000000000000 0 0 00000000000000X00000000@0y00@0y00@0y00@0y00@0@0@0@0@0@0y00t 000TTEST;<DE ;<fg 78*+  KL*+-.m.//{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{00{0 0 {0 0{00P{00 ::!!!$!.8f . .8-8$X8@0(  B S  ?.,Da~SSai/_hpp/V*urn:schemas-microsoft-com:office:smarttags PersonNamehttp://www.microsoft.comk*urn:schemas-microsoft-com:office:smarttagsaddress0http://www.5iamas-microsoft-com:office:smarttagsh*urn:schemas-microsoft-com:office:smarttagsCity0http://www.5iamas-microsoft-com:office:smarttagsn*urn:schemas-microsoft-com:office:smarttags PostalCode0http://www.5iamas-microsoft-com:office:smarttagsi*urn:schemas-microsoft-com:office:smarttagsStreet/http://www.5iantlavalampft-com:office:smarttags      )*/ " (  MY1=     mu)*/333333333333333BD/     )*/ 0) .] v=yB PQ'T琪J=- n2$ГEpl7 zIhÊb4O^<2Z =][1V`Hdmhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hH hh^h`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH hh^h`OJQJo(hh^h`OJQJo(hH^`OJQJ^Jo(hHopp^p`OJQJo(hH@ @ ^@ `OJQJo(hH^`OJQJ^Jo(hHo^`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHoPP^P`OJQJo(hH hh^h`OJQJo(hh^h`OJQJo(hH^`OJQJ^Jo(hHopp^p`OJQJo(hH@ @ ^@ `OJQJo(hH^`OJQJ^Jo(hHo^`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHoPP^P`OJQJo(hHhh^h`OJQJo(hH^`OJQJ^Jo(hHopp^p`OJQJo(hH@ @ ^@ `OJQJo(hH^`OJQJ^Jo(hHo^`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHoPP^P`OJQJo(hH hh^h`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hH J=-yBZEpl7=][0) PQ'] HdzIb4On2                                              ! %q 91%57zN/RPohW.\(ld5p#t_uf}yeqEru5f&{WshK$apf# W%f$D}*+,/@((.P@P Pp@UnknownGz Times New Roman5Symbol3& z Arial5& zaTahomaA& LogosSymbol7&  Verdana?5 z Courier New;Wingdings"1hfܡfܡr +r +!4d 2qHP ?&CHARITY ACCOUNTS  <         Oh+'0p   , 8 DPX`hCHARITY ACCOUNTS Normal 2Microsoft Office Word@F#@ jh#@ jh#r՜.+,D՜.+,H hp  Community Links+  CHARITY ACCOUNTS Title 8@ _PID_HLINKSAf *mailto:admin@communitylinksbromley.org.ukX  !"#$%'()*+,-./0123456789:;<=>?@ABCDEFGHIKLMNOPQSTUVWXY\Root Entry FLNh#^Data 1Table&DFWordDocument4:SummaryInformation(JDocumentSummaryInformation8RCompObjq  FMicrosoft Office Word Document MSWordDocWord.Document.89q