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Leicester City Council Probationary Procedure for New Employees, Lecture notes of Sociology of Work and Employment

Cardiff University Sociology of Work and Employment

The probationary procedure for new recruits at leicester city council, which aims to help employees achieve acceptable standards of conduct and work within six months of employment. The procedure applies to all new employees and those returning from the retainer/re-entry scheme, except for school-based employees and casual workers. Managers are required to define the standards expected, provide necessary training, and distinguish between conduct and work performance issues. Employees have the right to appeal against the evaluation of their performance.

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Appendix(C(

(

Probationary(procedure(

((

1.(Purpose(

The(objective(of(the(probationary(procedure(is(to(help(new(recruits(achieve(

acceptable(standards(of(conduct(and(work,(resulting(in(their(appointment(being(

confirmed,(and(to(provide(guidance(for(managers(in(dealing(with(employees(on(

probationary(periods.(

(

2.(Scope(

The(probationary(procedure(applies(to(all(new(employees(of(leicester(city(

council(and(to(people(returning(to(the(authority(from(the(retainer/reDentry(

scheme.(

(

3.(Exclusions(

The(procedure(does(not(apply(to:D(

(

A)(School(based(employees.(

(

B)(Casual(workers.(

(

4.(Principles(

1.(All(new(employees(and(people(returning(to(the(city(council(from(the(

retainer/reDentry(scheme(are(required(to(complete(6(months’(satisfactory(

probationary(service(before(their(appointment(is(confirmed.(For(employees(with(

a(temporary(contract(for(up(to(nine(months’(employment,(the(duration(of(the(

probationary(period(is(at(the(discretion(of(their(divisional(management.(

(

2.(The(procedure(is(not(designed(to(replace(the(customary(dayDtoDday(process(of(

coaching,(but(to(complement(it(with(an(additional(formalised(system.(

(

3.(That(managers(recruit(individuals(who(have(the(qualifications(and/or(

experience(specified(in(the(person(specification.(

(

4.(That(managers(clearly(define(the(standards(required(and(ensure(that(every(

employee(is(aware(of(what(is(required.(

(

5.(That(managers(provide(the(training(and(resources(necessary(to(help(the(

employee(perform.(

(

6.(That(it(is(important(to(distinguish(at(an(early(stage(where(a(probationer(is(

thought(to(be(unsatisfactory,(as(to(whether(the(problem(is(one(of(conduct(or(

work(performance(and(this(must(be(made(clear(to(the(employee.(

(

7.(That(any(serious(misconduct(will(be(dealt(with(under(Leicester(city(council’s(

disciplinary(procedure,(the(outcome(of(which(will(be(taken(into(account(at(any(

probationary(review(hearing(s).(

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Appendix C Probationary procedure

Purpose The objective of the probationary procedure is to help new recruits achieve acceptable standards of conduct and work, resulting in their appointment being confirmed, and to provide guidance for managers in dealing with employees on probationary periods.
Scope The probationary procedure applies to all new employees of leicester city council and to people returning to the authority from the retainer/re-‐entry scheme.
Exclusions The procedure does not apply to:-‐ A) School based employees. B) Casual workers.
Principles
All new employees and people returning to the city council from the retainer/re-‐entry scheme are required to complete 6 months’ satisfactory probationary service before their appointment is confirmed. For employees with a temporary contract for up to nine months’ employment, the duration of the probationary period is at the discretion of their divisional management.
The procedure is not designed to replace the customary day-‐to-‐day process of coaching, but to complement it with an additional formalised system.
That managers recruit individuals who have the qualifications and/or experience specified in the person specification.
That managers clearly define the standards required and ensure that every employee is aware of what is required.
That managers provide the training and resources necessary to help the employee perform.
That it is important to distinguish at an early stage where a probationer is thought to be unsatisfactory, as to whether the problem is one of conduct or work performance and this must be made clear to the employee.
That any serious misconduct will be dealt with under Leicester city council’s disciplinary procedure, the outcome of which will be taken into account at any probationary review hearing(s).

That at any stage an aggrieved employee serving a probationary period may appeal against the evaluation of their performance.
As a matter of good management practice, such probation reviews should be conducted with sensitivity and objectivity, and managers are reminded of the city council’s policies of non-‐discrimination.
If, during a review, a performance issue is related to an employee’s disability, the manager needs to consider if any reasonable adjustments could be made to the job or the work environment which would resolve the problem.
Where appropriate, timescales outlined in this procedure may need to be applied more flexibly.
Employees may appeal against the evaluation of their performance by submitting written details within seven days to their director. Within seven days, a meeting will be arranged by the director (or a senior officer designated by them) and the employee advised that they may be accompanied by a representative of their choice. The appeal ends at director (or designated senior officer) level.
The procedure Stage 1
If, shortly after joining the city council an employee who is on probation is considered to e wholly unsatisfactory, a formal review may be required within the first month. Employees have the right to be accompanied by their chosen representative at this meeting, where notice of termination may be issued (subject to appeal as previously described).
In normal circumstances before the end of 3 months’ service (this could be earlier if circumstances justify), the employee should be reminded in writing that their performance is to be formally reviewed in seven days by their immediate supervisor. A checklist of items to be discussed, including any areas of concern, will accompany the letter. It is anticipated that there will have been at least one informal meeting prior to this meeting.
The initial review should take the form of a frank discussion between the employee and immediate supervisor about all aspects of their conduct, work and work relationships.
Any employee who is not meeting the required standard should receive a letter setting out the nature of any shortfall, the standards that are sought and the timescale for the necessary improvement. Any additional training or coaching which will be provided should also be specified in the letter.
Any employee who feels that their performance has been unfairly evaluated may appeal in accordance with the appeals procedure (see paragraph 4.12.)

Leicester City Council Probationary Procedure for New Employees, Lecture notes of Sociology of Work and Employment

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