PPB November 2019

or her performance and you can adjust your training and expectations accordingly. • Swapping a probationary period for a development plan has the added advantage of ensuring that the employee will be on-boarded into your company, thereby improving their chances of being a productive, engaged employee. And it may also help you to reduce turnover. Statistics suggest up to 22 percent of turnover happens within the first 45 days. A New Hire Development Plan can go a long way toward reducing this turnover. Still not convinced? Want to keep your probationary period? Okay, then here’s what you need to do. 1 Employment At Will Language Ensure all of your documents, including your application, offer letter, employee handbook and any documentation relating to the probationary period include employment at will language stating that the employer may terminate its employees at will, for any or no reason; that the employer may act peremptorily, arbitrarily or inconsistently, without providing specific protections such as prior warning, fair procedures, objective evaluation or preferential reassignment; and that nothing within the documentation is intended to establish an employment contract. Also, clearly state employment is at-will during and after the probationary period. 2 Probationary Period Terms Clearly define the terms of the probationary period, such as how long it lasts, what expectations you have for the employee, how often the employee will meet with his or her supervisor, and any effect on benefits or other workplace policies and programs that are affected by the trial period. 3 Feedback Provide regular and ongoing feedback to the employee during the period so that he or she can adjust, develop and grow according to your expectations. And if the employee is not developing sufficiently, let the employee know what he or she can do to improve. 4 Support Provide the resources and support necessary to help the employee perform, perhaps with a mentor, technology or training. 5 Documentation Document all the training, development and performance feedback provided during the probationary period so that, if you need to terminate the employee, there will be no question in the employee’s mind or in a court of law that the termination was for legal, non-discriminatory reasons. As you can see, many of the elements recommended for a sound and effective probationary period mirror those of a well-structured New Hire Development Plan. The added advantage of the development plan is that it avoids the risk of creating an unintentional legal obligation for the employer. Claudia St. John is president of Affinity HR Group, Inc., PPAI’s affiliated human resources partner, specializing in providing human resources assistance to associations such as PPAI and their member companies. To learn more, visit www.affinityhrgroup.com . Statistics suggest up to 22 percent of turnover happens within the first 45 days. ANewHire Development Plan can go a longway toward reducing this turnover. | NOVEMBER 2019 | 73 THINK