Induction and Probation Toolkit

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Excellent value at £50

Induction programmes reduce employee turnover rate, increase employee retention and improve productivity because your new employee will be doing the job you are paying them to do a lot quicker and the chance of expensive errors will be reduced. Probationary Periods provide a clear framework for evaluating performance, ensuring a good cultural fit, and fostering open communication.

The Importance of Induction and Probation Processes

Induction

The first few months in a new job are a crucial time during which the new employee will be deciding whether the job and business are right for them. When new recruits leave a job quickly it’s often because they have found the same emotional connection to their new job and colleagues that they had in their previous roles.

There is a huge amount of information to check, collect and give. Some legal and compliance requirements. Like the Right to Work in the UK, HRMC information, and evidence of their qualifications. Some for administration, like Bank details, driving licences or perhaps a Health Assessment Questionnaire, and so on. And, let’s not forget all the information your new employee needs to be given from you to be able to get up to speed and start getting the job done.

A structured and systematic induction procedure will greatly reduce your business risks and unnecessary costs. Trust me, no matter how hard you try, you will never remember all you need to do unless you have a systematic procedure, to ensure everything is completed and recorded.

Probation

The primary purpose of a probationary period is to understand the new employee’s strengths and weaknesses, determine whether they are capable of and engaged in the role and how they interact with the rest of the team.

This means when you use a probationary period you should clearly set out your standards and expectations from the very start so the new employee fully understands what you expect from them in terms of performance, behaviour and attendance and the consequences of failing to achieve those standards.

If your new employee is failing to meet your expectations using a probation period gives you options without going through a full disciplinary or capability procedure. For instance, where you feel the employee is close to meeting your expectations you might extend the period; but where they will clearly not meet your expectations you are able to terminate their employment. A good employee should be told verbally and in writing that they have passed their probation.

How ever your employee is progressing through their probation you should have regular review meetings with them so they fully understand how their performance, behaviour and attendance is meeting your expectations and where you have concerns the consequences of failing to meet your expectations. A discussion about extending the probationary period or terminating the employment should never come as a shock.

When Things Go Wrong

It may be worth noting, I have successfully used the signed Induction Check List and Probation Review Forms as evidence in disciplinary and grievance meetings and when responding to tribunal claims.

What Affect The Employment Rights Bill Will Have On Induction and Probation Processes

When the length of service requirement unfair dismissal is removed, a statutory initial period of employment will be introduced. During the initial period of employment a ‘lighter touch’ dismissal process will be allowed.

I will update this Toolkit to take account of the new regime. When I do that I will send you a link to download the updated Toolkit.

Creating A Seamless Induction And Probation Process

Induction and probation are often seen as two separate procedures, but I see them as working alongside each other as one seamless process. With induction focusing on settling the new employee into their job, team and wider business and probation providing a structured way to manage performance during the initial employment period. Together, they form a comprehensive process to ensure new employees are effectively integrated, understand their role and the organisation, and meet performance expectations.

What’s Included With The Induction and Probation Toolkit?

This Induction and Probation Toolkit provides everything your need e.g. guidance notes, flow charts, letters and forms.

Guidance Notes Purpose of the Probationary Period Purpose of the Induction Process Transition from Candidate to Employee Offer Letter and Contract of Employment Joining Instructions Preparing For The New Employee Setting Objectives Managing the First Few Months The First Day The First Week Within 3 Months Final Probation Review Within 12 Months Problems During the Probationary Period Disciplinary Issues Pregnancy and Maternity Sickness Absence Promotion And Internal Transfers Total pages:46 Last updated: September 2025

Template Documents To Support The Guidance Notes Policies: Probation and Induction with a Flow Chart and Model Framework for Monitoring Staff Serving a Probationary Period. Pre Employment: Pre employment checklist. First Week: Probation period assessment form, Letter setting out probation plan for an employee, Induction Checklist, Equipment Receipt Form, New Employee Announcement and New Employee Introduction to Customers. Interim Review Meetings: Interim Review Form, Reminder of First and Second Interim Review Meetings, Letters Confirming Satisfactory Progress and Unsatisfactory Progress with Performance Improvement Plan and Letters Confirming Progress Towards the Performance Improvements Plan and Letter confirming suspension of probationary period due to extended period of sickness. Final Assessment: Reminder of Final Review Meeting (Completion or Extension Likely Outcome), Reminder of Final Review Meeting (Dismissal Likely Outcome), Final Assessment Form, Confirmation of Satisfactory Completion, Confirmation of Extension of Probation and Confirmation of Dismissal. Appeal Against Dismissal: Invitation to Appeal Meeting, Confirmation of Rearranged Hearing, Appeal Meeting Record and Confirmation of Appeal Meeting Decision. All the supporting materials are created Microsoft Word so you may easily save them to your PC, add your logo and personalise them. Once you’ve personalised them you can use them time and time again. There are clear prompts where you need to add information such as the employee’s name and address or the date of a meeting.

Updates

Access to the Toolkit is unlimited, so every time I make a change, you will be notified and will be able to download the updated version.

Questions

Once you’ve downloaded the Induction and Probation Toolkit I will answer any questions you have about the content during the first 28 days.

Who Should Buy The Induction and Probation Toolkit?

This toolkit is written for owners of micro and small business and managers with HR Responsibilities who want to manage their new starters properly. Those new to HR may also find this toolkit useful.

How Much Does The Induction and Probation Toolkit Cost?

Excellent value at only £50.

How To Order Your Induction and Probation Toolkit

You will receive confirmation of your order with a link to download your copy of the Induction and Probation Toolkit.

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