Employee Probation Form Template
Efficiently Evaluate New Hires with Our Probation Form
Are you struggling to gauge if a new hire fits your organization's needs? This Employee Probation Form Template is designed for HR managers and team leads looking to assess employee performance during their probationary period. With this template, you can streamline evaluations, ensure consistent feedback, and enhance communication while adhering to compliance requirements with WCAG-aligned labels. Simplify the assessment for 30-day and 90-day probationary periods while focusing on key performance metrics. Start using this practical tool today.
When to use this form
Use this template when you need to set clear expectations and track a new hire's trial period. It helps managers and HR document goals, coaching notes, 30-, 60-, and 90-day check-ins, and the final decision. For structured timelines and criteria, pair it with the Probation period form. If the employee is just starting, confirm prerequisites with the New hire checklist form so you are not rating someone who lacked access or training. This form also fits promotions on trial, role changes, or performance improvement plans. It keeps feedback consistent across teams, reduces disputes, and creates a clear record for compliance. By the end, you have evidence-based results and next steps to pass, extend, or separate.
Must Ask Employee Probation Questions
- What are the probation start date, end date, and review checkpoints?
Clear dates set expectations and protect you if timelines are questioned. Align them with your process to keep records consistent.
- Which role-specific goals and measurable metrics must the employee meet?
Concrete targets make ratings objective and fair. They also guide coaching and make the final decision defensible.
- What training, tools, and support will you provide during this period?
Listing support shows you gave the employee a real chance to succeed. It also prevents misses, like delayed system access or no job shadowing.
- What is your preliminary and final decision (pass, extend, or separate) and why?
Capturing rationale reduces risk and gives the employee clear feedback. If status changes, prepare the Personnel action notice form for HR processing.
- Will the role, pay, or schedule change after the decision?
Documenting changes prevents payroll or scheduling errors. If pay details change, route them through the New hire payroll form to update systems.
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