Probation Review Template for Austria

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Key Requirements PROMPT example:

Probation Review

"I need a Probation Review document for a software developer who has successfully completed their probation period and will be confirmed as a permanent employee from March 1, 2025, including specific evaluation criteria for technical skills and project contributions."

Document background
The Probation Review document is a crucial HR instrument used in Austrian workplaces to assess new employees during their statutory probationary period, which typically lasts one month under Austrian law. This formal review process is essential for documenting the employer's evaluation of the employee's performance, skills, and cultural fit within the organization. The document serves multiple purposes: it provides legal protection for both employer and employee, ensures fair and transparent evaluation processes, and creates a documented basis for employment decisions. The review must comply with Austrian Labor Law (Arbeitsrecht), the General Civil Code (ABGB), and relevant data protection regulations. It's particularly important as decisions made during the probationary period can significantly impact both the employer's workforce planning and the employee's career trajectory.
Suggested Sections

1. Employee Information: Basic details including employee name, position, department, start date, and probation period dates

2. Review Period: Specific timeframe covered by the probation review

3. Performance Criteria Assessment: Detailed evaluation of predetermined performance indicators and job-specific requirements

4. Skills and Competencies Evaluation: Assessment of technical and soft skills relevant to the role

5. Goals and Objectives Review: Evaluation of achievement of initially set probationary period goals

6. Overall Performance Summary: Comprehensive summary of the employee's performance during the probation period

7. Recommendation: Clear statement on whether the probation period is successfully completed, extended, or employment terminated

8. Next Steps: Outline of immediate actions and future development plans

Optional Sections

1. Training Completion Status: Details of required training programs completed during probation - include if specific training was part of probation requirements

2. Attendance Record: Summary of attendance and punctuality - include if there were any concerns in this area

3. Extended Probation Justification: Detailed reasoning for extending probation period - include only if probation extension is recommended

4. Performance Improvement Requirements: Specific areas requiring improvement - include if continuing employment with conditions

5. Works Council Consultation: Summary of works council involvement - include if works council was consulted during the review process

Suggested Schedules

1. Performance Metrics Detail: Detailed breakdown of performance scores across all evaluation criteria

2. Initial Probation Goals: Copy of original probation period goals and objectives set at commencement

3. Training Records: Certificates or confirmation of completed training programs

4. Incident Reports: Documentation of any significant incidents or achievements during probation

5. Employee Self-Assessment: Copy of employee's self-evaluation form if completed during review process

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant Industries

Technology

Manufacturing

Financial Services

Healthcare

Retail

Professional Services

Education

Public Sector

Hospitality

Construction

Telecommunications

Energy

Transportation

Media and Entertainment

Non-Profit

Relevant Teams

Human Resources

Personnel Administration

Employee Relations

Talent Management

Learning & Development

Legal

Compliance

Operations Management

Senior Leadership

Department Management

Relevant Roles

HR Manager

Department Director

Team Lead

Supervisor

Line Manager

HR Business Partner

Personnel Administrator

Recruitment Specialist

HR Director

Operations Manager

General Manager

Chief Human Resources Officer

Employee Relations Manager

HR Coordinator

Talent Management Specialist

Industries
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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