Minimum period of probation for employment. What is a probationary period and why is it needed?

Legislation in the field labor relations provides for the need to conclude between the employee and the employer either an employment contract or a civil law contract. Only if one of these documents is present, a person is authorized to start work. By decision of the management of the enterprise, a person being hired can be installed. About what it is, why it is required, who can't be put on probation and other intricacies of legislation, we will talk in this article.

Why is a trial period necessary?

So, trial period is a period of time set by the employer for a newly hired employee in order to verify his suitability for the position held. For example, it is advisable to establish a probationary period in the case of hiring persons who have a different education than that required for a particular position, or who do not have work experience in a particular field. At the same time, such a trial period is necessary not only for the employer, but also for the employee himself, in order to draw conclusions about the suitability of the chosen position, about how suitable the organization and the team are for him.

Quite often, a probationary period is also established for employees who fully comply with all the requirements established for a particular position. This is done by employers in order to verify the accuracy of information, specified by the person in .

If, during the probationary period, the employer concludes that the person hired does not cope with the duties provided for his position, then the employment contract concluded with him may be terminated even before the final completion of the probation. At the same time, the employer must, 3 days before the dismissal, notify the employee of the decision made in writing stating the reason for the dismissal.

In order to avoid that the employee has grounds for applying to labor inspection or judicial authorities, it should be familiarized with signature official duties. They can be fixed in the job description, as well as other local regulations. Each fact of violation of official duties must also be recorded in writing.

What does the law say about probation?

Legislation regarding the probationary period contains article 70 of the Labor Code of the Russian Federation "Employment Test". This article clearly defines the optional nature of the probationary period, its deadlines, as well as the list of persons for whom a probationary period is not established.

Article 70 of the Labor Code of the Russian Federation - Test for employment

When concluding an employment contract, by agreement of the parties, it may provide for a condition on testing the employee in order to verify his compliance with the assigned work.

Absence in employment contract probation conditions means that the employee is hired without probation. In the case when an employee is actually allowed to work without drawing up an employment contract (part two of Article 67 of this Code), a test condition can be included in the employment contract only if the parties have drawn it up in the form of a separate agreement before starting work.

During the probationary period, the employee is subject to the provisions labor law and other regulatory legal acts containing norms labor law, collective agreement, agreements, local regulations.

A test for employment is not established for:

Persons elected on the basis of a competition for the relevant position held in accordance with the procedure established by labor legislation and other regulatory legal acts containing labor law norms;
pregnant women and women with children under the age of one and a half years;
persons under the age of eighteen;
persons who received secondary professional education or higher education according to state-accredited educational programs and for the first time entering work in the acquired specialty within one year from the date of receiving professional education of the appropriate level;
persons elected to elective office for paid work;
persons invited to work in the order of transfer from another employer as agreed between employers;
persons concluding an employment contract for a period of up to two months;
other persons in cases stipulated by this Code, other federal laws, a collective agreement.

The trial period may not exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions organizations - six months, unless otherwise provided by federal law.

When concluding an employment contract for a period of two to six months, the probation may not exceed two weeks.

The period of temporary disability of the employee and other periods when he was actually absent from work are not included in the probationary period.

So, duration of probation cannot exceed 3 months. When it comes to temporary jobs that last 2-6 months, then the probationary period is either not established at all, or, in extreme cases, it is provided for a maximum of 2 weeks.

For certain positions, a six-month probationary period may be provided. These include the positions of heads of enterprises and organizations, their deputies, chief accountants and their deputies, as well as heads of structural divisions, branches and departments.

These officials must pass the six-month probation unless they are subject to separate federal statutes that abolish probation for employment.

At the same time, the duration of the probationary period does not include the days when the employee was on sick leave and on. So, if an employee was on a probationary period from March 1 to 31, but he went on sick leave from March 6 to March 10, his probation will last until April 5.

About those who cannot be placed on probation

The aforementioned article of the Labor Code provides for a list of citizens for whom it is prohibited to establish a test for employment. This list includes:

Pregnant women;
persons employed before the age of 18;
women with children under the age of 1.5;
persons holding elective offices;
persons hired for temporary work for a period not exceeding 2 months;
persons who, by agreement, are employed by transfer from another enterprise;
persons who are employed for the first time in their specialty after completing their studies at an educational institution accredited by the state;
employees hired as a result of the competition.

Also, a probationary period is not established when hiring for other categories of employees, if this is provided for by local regulations on the enterprise, first of all by the collective agreement.

How is the probationary period

As already noted, the need for a probationary period, as well as its duration in each case, are determined in the employment contract, which the employer signs with the employee upon admission to work. If such information is not contained in the employment contract, it is considered that a person is hired without a test.

It happens that it is issued retroactively, when the employee has already begun to perform his job duties. In this case, the test is drawn up in the form of an additional agreement to the contract, which must be done before starting labor activity. As noted in article 67 of the Labor Code, if an employee starts work without signing any documents, he is considered accepted.

What is wage during the trial period?

Labor legislation establishes the right of an employee on probation to receive all benefits, as well as to enjoy the rights provided for persons in their main job. This means that his salary should not differ from that which he would receive as a main worker. This also includes bonuses and other types of material incentives established at the enterprise. But, as a rule, everyone who goes through a probationary period, wages are much less. This is primarily due to the fact that the employee joins the work and cannot work at full capacity.

But a similar legislative norm also applies to, since an employee on a trial period is considered a full member of the labor collective.

Probation is set for newly hired employees for up to 3 months (in some cases, it can be extended up to 6 months). According to the Labor Code, the employer is not entitled to reduce wages for the probationary period.

 

The nuances of the preliminary testing of employees are indicated in Art. 70 of the Labor Code of the Russian Federation. According to the Law, any employer reserves the right to establish certain period during which the employee has the opportunity to show their positive qualities in professional field and then get a permanent job.

Probationary period for employment: features and differences

The essence of the probationary period is that the employer can learn during this time about the positive and negative professional qualities new employee. If an agreement is concluded between the parties that does not contain a note on testing his knowledge and skills for a certain period of time, then the employee is automatically considered accepted without testing.

When there is no contract between the employer and his subordinate, but the latter has already started work, the test can only be if an agreement was concluded before the start of work.

acc. from Art. 70 of the Labor Code of the Russian Federation, a probationary period is not established for the following persons:

• For those who came to work on a competitive basis.
• For minors, pregnant women and women with children under the age of 2 years.
• For those who received higher or secondary vocational education in state-accredited educational programs less than a year ago in the same specialty in which they are employed.
• For persons applying for an elective paid position (winning by voting results).
• When transferring from one place of work to another, if this was agreed by both managers.
• If the employment contract is concluded for a period not exceeding two months.
• When concluding a student agreement with an organization: at the end of its validity, only registration without preliminary tests is possible.

How does the recruitment process work with a preliminary test:

• An order for employment is issued over the signature of the head.
• The new employee gets acquainted with the order and puts his signature.
• Recording is made in work book on the conclusion of an employment contract indicating the number of the order and the relevant article of the Labor Code of the Russian Federation.
• All data is placed in the card or personal file of the trainee.

Salary during trial period

The accepted employee is subject to all internal regulations and acts, as well as the provisions of labor legislation - i.e. a new person in the team has the same rights as everyone else, so the reduction in wages in this case is unlawful.

The employer can only indicate a lower salary in the employment contract, and if the professional skills of the subordinate suit him, he concludes supplementary agreement subject to an increase in the base rate.

Length of probationary period for employment

The lower limits are not limited by law, but the maximum probationary period when hiring cannot exceed three months for ordinary employees, and six months for management and their deputies in organizations and branches; accountants and their substitutes.

If the employment contract is concluded for less than six months, the probation cannot last more than two weeks. Any extensions in all of the above cases are prohibited, and when the time runs out, but the employee continues to work, he is considered to have passed the test, and the contract can only be terminated on common grounds.

During the test period, sick leave, absenteeism and other circumstances due to which the employee was unable to work or actually absent from the workplace are not counted.

Dismissal at the initiative of the employer

If the employee during the verification period did not observe labor discipline, skipped or behaved incorrectly in relation to the team, the manager has the right to notify him of the upcoming dismissal in writing 3 days before the dismissal. The work book will indicate “at the initiative of the employer” as the reason.

Features of dismissal of an employee on probation

If desired, any employee undergoing probation must submit a letter of resignation to the manager three days before the proposed dismissal or end of the period, but is not required to explain the reasons. In the future, the corresponding column indicates "on the initiative of the employee."

When an employer does not have the right to fire an employee during the probationary period

There are several reasons why a manager cannot fire a tested subordinate:

• Sick leave.
• personal motives.

An exception is the suspension of the company's activities, when an appropriate order is issued.

The process of dismissing an employee who did not pass the test:

• The employer prepares evidence confirming the incompetence of the employee: memos, information about absenteeism, explanatory or previously drawn up complaints.
• A written notice of the desire to terminate the contract is issued. It indicates the reasons, and it is also recorded in the log.
• An appropriate order is drawn up, which is signed by the dismissed person, and then the document is registered in the journal.

If fired illegally

It is not uncommon for a manager to force you to write a letter of resignation for own will, but the employee himself does not want to do this. If such a situation arises, it is necessary to contact the labor inspectorate or the prosecutor's office with a written complaint. Despite the fact that the employee is on probation, he has the same rights as long-term colleagues, and this situation is no exception.

Employee risks during the probationary period

Of course, employees registered with a trial period have certain risks, the main of which is the non-renewal of the contract. More details can be found in the video:

By general rule, the probation period may not exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months, unless otherwise established by federal law.

If an employment contract is concluded with an employee for a period of two to six months, then the probationary period cannot exceed two weeks. The probationary period does not include the period of temporary disability of the employee and other periods when he was actually absent from work. The duration of the probationary period is set at the discretion of the parties, but cannot be longer than that established by law.

In practice, the employer often extends the probation period during the period the employee passes the test agreed upon at the conclusion of the employment contract. This is against the law. And, if the employer does not make a decision to dismiss the employee before the expiration of the period specified in the employment contract, the employee will be considered to have passed the test.

It should be noted that the legislation in some cases establishes a longer probationary period in comparison with the established Labor Code, in particular for civil servants (Article 27 federal law dated July 27, 2004 No. 79-FZ "On the state civil service Russian Federation").

The result of the test when hiring is established in the Labor Code of the Russian Federation: "If the test period has expired, and the employee continues to work, then he is considered to have passed the test and the subsequent termination of the employment contract is allowed only on general grounds." That is, if the employer considers the employee to be appropriate for the position for which he was hired, then no additional documents are required - the employee continues to work on a general basis.

According to Art. 71 of the Labor Code of the Russian Federation "If the result of the test is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period, notifying him of this in writing no later than three days, indicating the reasons that served as the basis for recognizing this employee as not having passed the test. The employee has the right to appeal against the decision of the employer in court.

If the result of the test is unsatisfactory, the termination of the employment contract is carried out without taking into account the opinion of the relevant trade union body and without paying severance pay.

If the employer decides to dismiss a new employee, then a certain procedure must be strictly followed and the necessary documents must be drawn up:

1) notification of an unsatisfactory test result must be drawn up in writing in two copies: one for the employee, the second for the employer;

2) announced to the employee under a personal signature.

What if the employee refuses to accept the notice? In such a situation, the employer can take the following actions. It is necessary to draw up an appropriate act in the presence of several employees of this organization. Employees-witnesses will confirm with their signatures in this act the fact that the notification was delivered to the employee, as well as his refusal to certify this fact in writing. A copy of the notice can be sent to the employee's home address. by registered mail with acknowledgment of receipt. At the same time, it is important to comply with the deadlines established by Article 71 of the Labor Code of the Russian Federation - a letter with a notice of dismissal must be submitted to the postal authority at least three days before the expiration of the probation period set for the employee. date of postal item is determined by the date on the postmark imprint on the receipt and the notice of receipt of the letter returned to the employer. The notice of termination of the contract during the trial period must have all the necessary features of the document, namely:

1) the date, the outgoing number, the signature of the person authorized to sign the relevant documents, as well as the imprint of the seal intended for processing the documents of this organization;

2) in the notice given to the employee, it is necessary to correctly and legally correctly formulate the reason for dismissal. The wording should be based on documents confirming the validity of the decision made by the employer;

3) arbitrage practice shows that when considering disputes about dismissal due to an unsatisfactory test result, the courts require the employer to confirm the fact that the employee is not suitable for the position held.

To confirm the inconsistency of the employee with the position held, moments should be recorded when the employee did not cope with the work assigned to him or committed other violations (for example, labor regulations, etc.). These circumstances must be documented (recorded), if possible, indicating the reasons. In addition, it is necessary to demand written explanations from the employee about the reasons for the violations committed by him. From the point of view of a number of specialists, upon dismissal under article 71 of the Labor Code of the Russian Federation (due to an unsatisfactory test result), proof of the employee’s professional incompatibility with the position held is necessary (Appendix 1). And if an employee violated labor discipline during the probationary period (for example, made absenteeism or otherwise demonstrated an unfair attitude to work), then he must be dismissed on the basis of the relevant paragraph of Article 81 of the Labor Code of the Russian Federation.

As documents confirming the validity of the dismissal, the following can be accepted:

1) an act on the commission of a disciplinary offense;

2) a document confirming the discrepancy between the quality of the work of the subject and the standards of production and time standards adopted in the organization; probationary period employer employment contract

3) an explanatory note from the employee on the reasons for the poor performance of the job assignment, written complaints from customers.

Thus, the level of theoretical and practical knowledge and skills in the relevant profession, specialty, qualifications, ability to work with clients and other professional knowledge and skills necessary to perform this work, and non-personal qualities, discipline and compliance with the so-called corporate culture, are tested.

So, citizen M. filed a claim with the Simonovsky Court of Moscow for reinstatement, recovery of wages for the time forced absenteeism and compensation for non-pecuniary damage in connection with illegal dismissal under Art. 71 of the Labor Code of the Russian Federation. In support of his claims, M. indicated that he was hired by the defendant's organization for the position of a leading specialist with a probationary period of 6 months, and at the end of the probationary period, M. was dismissed under Art. 71 of the Labor Code of the Russian Federation as not having passed the probationary period.

During the court session, the issues of confirming the fact of inconsistency with the position held and the validity of the dismissal were discussed.

M.'s demands were partially satisfied, namely, he was reinstated at work, wages were collected for the time of forced absenteeism and non-pecuniary damage was compensated.

An analysis of this case and the decision made allows us to draw some conclusions that may be useful to both the employer and employees hired on a probationary period.

When confirming the fact of non-compliance and the validity of his dismissal as having not passed the test under Art. 71 of the Labor Code of the Russian Federation, the defendant was unable to prove the fact that the plaintiff did not comply with the assigned work. It should be noted that this happened as a result of improper registration of those cases when the plaintiff did not cope with the work entrusted to him or neglected his duties.

The court considered it insufficient to confirm the fact of inconsistency with the position held and dismissal under Art. 71 of the Labor Code of the Russian Federation, an order to announce M. a reprimand for negligent attitude towards his official duties and non-fulfillment of the official task and the testimony of witnesses, who confirmed that M. did not always competently perform the assigned work. In order to avoid such situations, it is necessary to draw up acts, protocols that record the actual non-fulfillment by the employee of the work assigned to him, indicating the reasons. AT without fail in all such cases, it is necessary to take written explanations from the employee about the violations committed by him.

It should be noted that dismissal due to an unsatisfactory test result has a number of difficulties and uncertainties regarding both evidence of the employee’s inconsistency with the work performed, and the procedure and timing of completion. There is a need for a legislative regulation of the procedure for dismissal on this basis in order to better apply these norms in practice.

Nevertheless, the establishment of a test when accepting a job for each of the parties to the employment relationship allows you to find out in the shortest possible time and without too much formalism how much they correspond to the expectations and capabilities of each other.

The probationary period is a convenient pre-assessment tool. The employer gets the opportunity to check the selected employee, his professional and personal qualities. And the applicant will have time to take a closer look at the new place: the conditions, the team and the availability of further prospects.

In order for the trial period to be productive and not cause disputes, the parties must discuss the conditions for passing and registration issues.

What is a probationary period under the Labor Code of the Russian Federation

The regulatory framework for passing the test is two articles of the Labor Code:

1. №70 - Testing for employment.
2. №71 - "The result of the test when applying for a job."

Legally, probation is the period during which an employer can dismiss an employee under a simplified scheme: there is no need to detain the employee for two weeks, plus the decision to dismiss does not need to be coordinated with the trade unions.

A citizen who is on probation can also be the initiator of early termination of cooperation. Both parties are required to give 3 days notice of their decision. In all other aspects, the passage of the trial period is no different from the normal workflow. The new staff has all the rights and obligations of a staff unit.

Design nuances

Sometimes job seekers mistakenly believe that the employer is guided only by verbal agreements. In fact, in order to have the benefit of a simplified termination, an organization has to complicate the process of hiring personnel:

• The employment contract must contain a special clause with a clear indication of the end date of the test.
• In addition, a Regulation is drawn up, which spells out the conditions for passing the probationary period, as well as specific criteria by which the candidate will be evaluated.
• The second copies of the documents are issued to the new employee. The signature of the employee is required, confirming that he was familiarized with the job descriptions, standards and internal rules.

Dismissal procedure

The company does not have the right to unjustifiably refuse an employee. All arguments are documented and pre-agreed in the Regulations.

During the verification period, it is desirable to keep a special log. It notes both positive and negative indicators of the candidate:

• implementation of plans;
• compliance with job instructions;
• facts of violation of discipline (for example, being late or smoking, if this is prohibited by internal regulations);
• conflict (complaints of colleagues), etc.

The employee has the right to be interested in the content of the book and ask clarifying questions to the curator.

If the employer decides to dismiss the test subject, a written notice must be prepared and served no later than 3 days before the deadline. The document must be accompanied by strong reasons for refusal (at least three):

• log entries;
• reports of immediate supervisors;
• acts of acceptance of works or goods;
• customer complaints, etc.

Within three days from the moment the employee gets acquainted with the notification, the enterprise issues a dismissal order and closes its block in the work book with the entry “due to unsatisfactory results”. At the same time, a reference to Article 71 of the Labor Code of the Russian Federation must be indicated.

On the last working day, the employee is given his labor and settlement. Severance pay is not paid (art. 71 part 2).

Legally, the listed actions are sufficient to remove all claims from the enterprise and prevent litigation.

How to avoid an unpleasant entry in the labor

The main advantage of a probationary period for an organization is the ability to quickly eliminate a negligent employee if it suffers manufacturing process. After all, it is not always possible to understand in advance whether a person is qualified enough for a particular position, even after a long and thorough interview.

In this regard, many applicants are afraid to agree to a trial period, thinking that this will ruin their work book. In fact, the record that the candidate failed the test appears only in extreme cases.

Practice shows that usually all disagreements are resolved peacefully. To do this, the parties stipulate the nuances in advance and fix them in the Regulations.

For example, if a candidate does not cope with his duties, the employer warns of his intention to fire him. It gives the employee the opportunity to get acquainted with the preliminary results within 24 hours and write a statement of his own free will. In this case, the labor office closes in the usual manner.

This state of affairs is beneficial to the entrepreneur himself, as it frees him from additional formalities.

Duration and extension

The end date of the test is clearly stated in the employment contract and has its limitations:

• The standard probationary period may be two weeks to three months.
• The employer has the right to set a longer time (up to six months) for chief accountants and senior positions.
• The review period may not exceed two weeks for employees hired on a temporary or fixed-term contract. If the contract is concluded for a period of less than two months, the test is not appointed at all.
• Civil servants, as well as persons appointed to responsible government vacancies, may be tested during the year.

Both the employer and the employee have the right to interrupt the process of passing the test ahead of schedule, after warning 3 days in advance. But neither party can extend the trial(with the exception of situations when the subject went on sick leave).

There are times when an enterprise, convinced of the value of an employee ahead of schedule, takes the initiative to cancel the test. If the candidate does not object, an addition to the employment contract is drawn up. If the deadline has come to an end, and no applications or notifications have been received, the person is automatically considered to be enrolled in the state on a permanent basis.

Who are not eligible to be tested

The most important condition of the probationary period is the consent given by the applicant. In addition, there are preferential categories:

• women in position or with children under 1.5 years old;
• minors;
• young professionals who have graduated schools by profile and who proposed their candidacy in the first year after receiving a diploma;
• applicants who have passed the test of the competition;
• employees who entered the translation company;
• seasonal workers who have signed a contract for a period of up to 2 months.

The listed persons are not offered a probationary period. An exception is the employment of civil servants. In these cases, special categories may be assigned a verification period of up to three months.

Can I take sick leave?

According to the Labor Code of the Russian Federation, employees, regardless of whether they work on a permanent basis or not, have all social rights. This also applies to compensation payments for temporary disability.

Anyone can get sick. If such trouble happened during the probationary period, sick leave stays the same. On the first day, you must notify the management (you can call), see a doctor and open a sick leave.

On the last day of illness, you must issue a certificate properly:

• on a special hospital form;
• with the seals of a doctor and a medical institution;
• indicating the name of the enterprise and position (it is not necessary to mention the probationary period).

Upon returning to work, a person is given sick leave to the personnel or accounting department.

Compensation is calculated according to the minimum wage system or on the basis of salary certificates at previous jobs for the last two years.

If the candidate went on sick leave, the trial period is automatically extended by the number of days missed.

Can wages be lower?

During the test, the candidate cannot establish a pay less than that provided for a position in staffing . Pay cuts justified by "internship" are considered illegal.

If an employee fulfills his duties in full, in addition to his salary, he is also entitled to allowances and bonuses provided for by the enterprise (for example, for the implementation of the plan).

Variants are allowed when an additional agreement is signed with an employee, according to which he receives only a rate, but performs only part of his duties (while he is mastering new job). As the amount of work increases, so does the surcharge.

Does experience count?

According to Article No. 16 of the Code of the Russian Federation, an agreement must be concluded with an employee admitted to perform work at an enterprise. During the first five days, an appointment order is issued and an entry is made in the work book.

This also applies to new employees, in whose contract there is a clause on the passage of a probationary period. Articles 70 and 71 concern only special conditions for accelerated dismissal, but do not affect the infringement of human rights.

All test days are included in the total experience. The employer does not have the right to draw up a contract retroactively.

Whatever final results probationary period, whether a person remains in the organization or not, he has the right to official employment and the use of all the rights provided for by the Labor Code of the Russian Federation.

Candidate test video

On the video - in detail how to properly set a trial period for a job seeker:

You will learn about registration of IP in a fixed-term and permanent employment contract.

If the company has existed for more than a year, then a specific algorithm for checking new employees during the trial period is usually developed. For this, the management is developing a special provision.

AT Labor Code certain categories of workers have been established for whom it is forbidden to introduce a probationary period:

• pregnant women;
• young people under the age of 18;
• specialists who are drawn up in the order of translation, received by competition and some others.

What is the regulation on the procedure for passing the IS?

This document describes in great detail general provisions on the procedure for passing the verification period and the procedure itself is specifically signed.

1. The tasks and goals, the criteria by which the subject will be evaluated are indicated.
2. The terms and reasons for which it is possible to reduce them are determined (its duration cannot exceed 3 months - Article 70 of the Labor Code of the Russian Federation).
3. A curator is appointed, drafted individual plan during the aptitude test.
4. The procedure and deadline for reporting on the results of the test is prescribed.

Start

The trial period always starts from the very first working day.. It is impossible to install it if a person has already worked at the enterprise for some time (at least a few days).

How to get?

To complete this trial period well, nothing special needs to be done, it is only required to conscientiously and efficiently fulfill all the tasks that management sets. First of all, you should carefully study your job description, their duties, do not hesitate to ask advice from experienced colleagues.

You need to listen to competent criticism, adequately respond to it and correct your shortcomings and mistakes. For each employee, a specific individual plan is drawn up for this period., in which control tasks are indicated.

Work plan

1. What it is?

   This is such a document containing several thematic sections, each of which includes the following questions:

   • A specific task for an employee (professional).
   • The timing of its execution (the exact number of hours or days).
   • Actual result.
   • Expected Result.
   • Curator's comments.
2. Who makes up?

   Usually, an experienced human resources officer or direct supervisor is involved in drawing up such a plan.

3. What is it needed for?

   The plan is drawn up in order to understand whether the this worker effectively and competently perform their duties, and in order to avoid possible conflict situations in the future.

A sample assignment for a trial period (sample plan) can be downloaded below:

Tasks

It is allowed to set tasks only those that correspond to the job responsibilities of the subject. It is also necessary to take into account the possibility objective evaluation according to the results of their implementation.

Employee onboarding

Adaptation in any team is not an easy process, because a new person joins the existing team. Of course, he needs help, not to be left without support, and for the duration of the trial period, appoint a curator to help him.

Who is watching the newcomer during this period?

To participate monitoring and control of the correct execution of tasks may be involved:

1. immediate supervisor of the tested worker;
2. mentor;
3. curator;
4. observer.

The creation of commissions is also allowed, but this practice is usually only suitable for large enterprises.

What are they looking at?

During this period, observe:

• the ability to quickly master various skills and learning;
• quality of performance of official duties;
• desire and ability to quickly correct mistakes;
• compliance labor discipline and internal regulations;
• how a person copes with unexpected problems and stress;
• sociability, the ability to communicate.

End of test

Certification at the end of this time period is perhaps the most ideal way to complete it. That is, new employee passes exactly the same check (fitness for the position) as everyone else, according to the attestation regulation developed in the organization.

When does it end?

This period is considered completed when the time period established for IP ends (it is indicated in the employment contract).

results

The results at the end of this test can be either positive or negative.. Well, of course, a negative result is much less common, because usually in the first 3-4 weeks it becomes clear whether a person is coping with the tasks or not. Therefore, most often with an unsuitable employee, who by no means “pulls”, they part earlier.

Attention! In the event that during the testing process the employee understands that this place is not suitable for him, in order not to waste time in vain, he must notify the employer (in writing) in 3 days and.

Report

The most important document is the progress report., which is prepared after the end of the test. It just reflects the ability of the employee to perform their duties.

1. Who writes?

   A report is usually compiled by a curator assigned to the subject.

2. How to compose it?

   It is not difficult to write a report, it should clearly correspond to the specific test plan developed earlier. It should be written in detail, for each task set in the plan - how it was completed, what mistakes were made, how they were corrected. It is convenient to use a score scale in such a report, it will look more objective.

3. In what period?

   The report must be ready no later than 2 weeks before the end of the verification period.

Characteristic

Characteristics of the employee after the test period is his immediate supervisor. It reflects not only business qualities but also the ability to work in a team, mobility, social adaptation, the level of culture and stress resistance. Further, this characteristic is attached to the report (according to the test results).

Conclusion about passing

The conclusion is already the final document, it is prepared on the basis of the two previous ones (report and characteristics). This document analyzes and summarizes all the results of labor activity during the designated period.

An example of a probation report can be downloaded below:

This conclusion is most often prepared by a specialist in the personnel department or one of the experienced qualified colleagues of the new employee.

Actions of the employer after the expiration of the IP

At the end of the probationary period, after all the necessary documentation has been prepared, the employer studies it and then decides whether such an employee is needed or not suitable. Accordingly, further events depend on this decision, either happens, or a person becomes an equal member of the team.

How is an employee registered after the test?

It often happens that the probationary period has already ended, and the employee continues to work, which means (according to Article 71 of the Labor Code of the Russian Federation) that the test has been successfully passed. That is, it turns out that the employer may not notify the person about this. But it’s better to do it anyway in order to set your worker to successful activity further.

If at the end of the test period an unsatisfactory mark is obtained, then a person must be warned 3 days before the date of dismissal (Article 71 of the Labor Code of the Russian Federation), in writing and against signature. The trial period ended ahead of schedule (was shortened).

Conclusion

Practice often shows that a trial period is still needed.. It is not so easy to find a qualified, smart, suitable employee for a particular job. After all, a person at an interview can be of interest, produce a very good impression, but how he will be able to cope with specific job responsibilities - this can only be understood in action.