Probation Period Form Template
Streamline Your Employee Onboarding with This Useful Tool
Managing new hires during their probation can be stressful, often leading to confusion about expectations and evaluations. This probation period form template is designed for HR professionals and managers looking to clearly set performance benchmarks and timelines for employees. You can streamline the onboarding process, ensure transparent communication, and maintain accurate records, making it easier to assess employee fit and development. Start using this live template today to simplify your hiring process and enhance team collaboration.
When to use this form
Use this form when you hire someone and need a clear 30/60/90-day plan. You and your managers can define dates, goals, training, and check-ins so everyone knows what success looks like. It is especially useful for remote or multi-site teams that need one standard process. Capture progress notes, attach evidence, and record the decision to confirm, extend, or separate. Track early milestones alongside the New hire 30 day check-in form, and prepare any status or rate updates after a successful review with the Payroll change notice form. The result: consistent evaluations, fewer surprises, and faster decisions.
Must Ask Probation Period Questions
- What are the start and end dates of the employee's probationary period?
Clear dates set expectations and keep reviews on schedule (for example, 30, 60, and 90 days). They also prevent misunderstandings about extensions or benefits eligibility.
- Which goals and performance metrics will you use to evaluate success?
Measurable criteria align you and the employee on what matters. They make final decisions defensible and consistent across teams.
- What training has been completed, and what support is still needed?
Documented training shows you evaluated fairly and gave the person a real chance to succeed. Cross-check with the New hire orientation checklist form to confirm what was covered.
- Who will conduct check-ins, and how often will feedback be provided?
Named reviewers and a set cadence create accountability and reduce surprises. Regular touchpoints make issues visible early, when they are easiest to fix.
- What decision and next steps do you anticipate at the period end?
Stating likely outcomes (confirm, extend, or separate) focuses everyone on progress toward a clear decision. If passing the review triggers a pay change, plan the update with the Wage increase form.
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