The Probationary Period
The final step in the hiring process is the probationary period.
New employees, or those starting a new position with different responsibilities, will serve a probationary period.
The purpose of the probationary period is to provide time to adequately assess a new employee's performance and suitability to the job and to allow the employee an opportunity to adjust to their new position. Throughout the probationary period, provide regular feedback to the employee on their progress. If there are concerns during this period, every effort must be made to discuss and resolve them promptly so an employee can adjust and demonstrate their suitability for the position.
Auxiliary or regular employees must complete a probationary period of six months full-time employment. Six months full-time employment is regarded as being:
- 913 hours paid at straight time, or
- 12 months from the appointment date for situations when an employee's part-time work schedule would require more than 12 months to accumulate 913 hours.
The following don't count towards the completion of a probation period:
- Time spent on Short Term Illness and Injury Plan (STIIP) or weekly indemnity
- STIIP trial return to work
- Workers Compensation Board claim or a rehabilitation trial return to work
- Annual leave or other leaves (with or without pay)
- Statutory holidays
Auxiliary employees hired on an "as and when needed" basis must work 913 hours at straight time in order to complete the probationary period.
The probationary period is a continuation of the selection process, not a training period, and can't be extended.
Managing probation can be complex. Supervisors with questions should contact an HR advisor by submitting an AskMyHR service request using the category My Team or Organization > Employee & Labour Relations > Managing Probation.