The Mid Probation Review document is a critical tool in Canadian employment practices, typically used between 45-90 days into an employee's probationary period, depending on the total probation duration. It serves multiple purposes: evaluating initial performance, identifying potential concerns early, and providing clear documentation for HR records. This document is essential for compliance with provincial employment standards and helps protect both employer and employee interests by creating a clear record of performance discussions and expectations. The review should be conducted in accordance with Canadian workplace laws and human rights legislation, ensuring fair and objective evaluation while documenting progress, challenges, and action plans for the remainder of the probationary period.
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1. Employee Information Header: Basic details including employee name, position, department, start date, and probation period dates
2. Review Details: Date of review, reviewer name and position, and type of review (mid-probation)
3. Performance Objectives Review: Assessment of progress against initial objectives set at the start of employment
4. Core Competencies Evaluation: Evaluation of key job-specific skills and general workplace competencies
5. Attendance and Punctuality: Record of attendance, punctuality, and any related issues
6. Overall Progress Assessment: General evaluation of the employee's adaptation to the role and organization
7. Areas for Development: Specific areas where improvement is needed before the end of probation
8. Action Plan: Specific steps and timeline for addressing any identified issues
9. Acknowledgment and Signatures: Space for both reviewer and employee signatures, with date
1. Training Completed: List of training programs completed during probation - include if employee has undertaken specific training
2. Project Contributions: Specific projects or initiatives the employee has been involved in - include for roles with project-based work
3. Team Integration: Assessment of how well the employee has integrated into their team - relevant for team-based roles
4. Customer/Client Feedback: Summary of any customer or client feedback received - include for customer-facing roles
5. Technical Skills Assessment: Detailed evaluation of technical skills - include for technical positions
6. Language Proficiency: Assessment of language skills if required for the position - include for roles requiring specific language skills
1. Performance Metrics: Detailed metrics and KPIs showing employee's performance against targets
2. Initial Job Description: Copy of the original job description and requirements
3. Training Plan: Detailed plan for any additional training or development needed
4. Previous Check-in Notes: Notes from any informal check-ins conducted prior to mid-probation review
Relevant legal definitions
Probationary Period
Performance Standards
Core Competencies
Key Performance Indicators (KPIs)
Satisfactory Performance
Unsatisfactory Performance
Review Period
Development Plan
Action Items
Direct Supervisor
Department
Position
Essential Duties
Performance Objectives
Professional Development
Attendance
Punctuality
Company Policies
Training Requirements
Performance Metrics
Evaluation Criteria
Review Meeting
Response Period
Improvement Plan
Progress Assessment
Performance Standards
Core Competencies
Key Performance Indicators (KPIs)
Satisfactory Performance
Unsatisfactory Performance
Review Period
Development Plan
Action Items
Direct Supervisor
Department
Position
Essential Duties
Performance Objectives
Professional Development
Attendance
Punctuality
Company Policies
Training Requirements
Performance Metrics
Evaluation Criteria
Review Meeting
Response Period
Improvement Plan
Progress Assessment
Clauses
Performance Assessment
Job Knowledge
Skills Evaluation
Work Quality
Productivity
Communication
Teamwork
Initiative
Attendance
Policy Compliance
Professional Conduct
Development Goals
Training Requirements
Action Plans
Review Acknowledgment
Confidentiality
Documentation
Next Steps
Employee Response
Signatures
Job Knowledge
Skills Evaluation
Work Quality
Productivity
Communication
Teamwork
Initiative
Attendance
Policy Compliance
Professional Conduct
Development Goals
Training Requirements
Action Plans
Review Acknowledgment
Confidentiality
Documentation
Next Steps
Employee Response
Signatures
Relevant Industries
Technology
Healthcare
Financial Services
Manufacturing
Retail
Education
Professional Services
Public Sector
Non-Profit
Construction
Hospitality
Transportation
Energy
Telecommunications
Relevant Teams
Human Resources
Operations
Management
Administration
Legal
Compliance
Employee Relations
Learning & Development
Talent Acquisition
Performance Management
Relevant Roles
HR Manager
Department Manager
Team Leader
Project Manager
Operations Manager
Sales Manager
Technical Lead
Administrative Supervisor
Production Supervisor
Branch Manager
Regional Director
Department Head
Line Manager
Shift Supervisor
Program Coordinator
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