The Probation Review document is a critical tool in South African employment practices, used to evaluate new employees during their probationary period in accordance with the Labour Relations Act 66 of 1995 and related employment legislation. The document is typically utilized at the conclusion of a predefined probation period, though it may also be used for interim reviews. A Probation Review includes comprehensive assessment of the employee's performance, skills, conduct, and cultural fit, leading to a recommendation for permanent employment, probation extension, or termination. The document must demonstrate procedural fairness and substantive justification for any decisions made, as required by South African labour law. It serves as an official record of the review process and may be referred to in future employment matters or disputes.
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1. Employee and Reviewer Details: Full names, positions, and employee numbers of both the employee under review and the reviewing manager
2. Review Period Information: Dates of probation period commencement and completion, and date of review
3. Performance Criteria Assessment: Detailed evaluation of performance against the key requirements and expectations set at the beginning of probation
4. Skills and Competency Evaluation: Assessment of required skills, knowledge, and competencies for the role
5. Conduct and Integration: Evaluation of workplace conduct, cultural fit, and team integration
6. Overall Recommendation: Clear statement of the review outcome (confirmation of employment, extension of probation, or termination)
7. Justification: Detailed reasoning for the recommendation, supported by specific examples and evidence
1. Training Completed: Details of any training or orientation programs completed during probation - include when specific training was part of probation requirements
2. Areas for Development: Specific areas where improvement is needed - particularly important if probation is being extended
3. Extension Terms: Include when probation is being extended, specifying new duration and specific objectives to be met
4. Support Plan: Include when specific support or interventions are planned to address identified gaps
5. Employee Comments: Section for employee to provide their input and response to the review - important for procedural fairness
1. Performance Metrics: Detailed breakdown of performance scores or ratings against specific job criteria
2. Previous Review Notes: Notes from any interim reviews or feedback sessions during the probation period
3. Job Description: Copy of the original job description against which the employee was evaluated
4. Development Plan: If applicable, detailed plan for addressing identified development needs
5. Meeting Minutes: Minutes or notes from the probation review meeting
Relevant legal definitions
Probationary Period
Review Date
Commencement Date
Performance Standards
Key Performance Indicators
Competencies
Performance Objectives
Review Meeting
Employee
Reviewing Manager
HR Representative
Company
Confirmation of Employment
Extension Period
Notice Period
Performance Criteria
Core Skills
Development Areas
Support Measures
Evaluation Metrics
Review Outcome
Recommendation
Substantive Fairness
Procedural Fairness
Workplace Requirements
Position
Department
Interim Review
Final Review
Extension Terms
Review Date
Commencement Date
Performance Standards
Key Performance Indicators
Competencies
Performance Objectives
Review Meeting
Employee
Reviewing Manager
HR Representative
Company
Confirmation of Employment
Extension Period
Notice Period
Performance Criteria
Core Skills
Development Areas
Support Measures
Evaluation Metrics
Review Outcome
Recommendation
Substantive Fairness
Procedural Fairness
Workplace Requirements
Position
Department
Interim Review
Final Review
Extension Terms
Clauses
Performance Evaluation
Conduct Assessment
Skills Assessment
Attendance and Punctuality
Team Integration
Communication Skills
Technical Competence
Policy Compliance
Training Completion
Probation Outcome
Extension Terms
Development Requirements
Support Measures
Review Process
Appeal Rights
Procedural Fairness
Performance Standards
Recommendation
Employee Acknowledgment
Next Steps
Conduct Assessment
Skills Assessment
Attendance and Punctuality
Team Integration
Communication Skills
Technical Competence
Policy Compliance
Training Completion
Probation Outcome
Extension Terms
Development Requirements
Support Measures
Review Process
Appeal Rights
Procedural Fairness
Performance Standards
Recommendation
Employee Acknowledgment
Next Steps
Relevant Industries
Financial Services
Manufacturing
Retail
Technology
Healthcare
Education
Mining
Professional Services
Construction
Hospitality
Telecommunications
Public Sector
Agriculture
Non-profit
Energy
Relevant Teams
Human Resources
People Operations
Employee Relations
Talent Management
Learning & Development
Performance Management
Legal
Compliance
Operations
Department Leadership
Relevant Roles
HR Manager
HR Business Partner
Line Manager
Department Manager
Team Leader
Supervisor
HR Director
Operations Manager
General Manager
Department Head
Chief Human Resources Officer
Employee Relations Manager
HR Coordinator
Talent Management Specialist
Performance Management Specialist
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