Regulations on the procedure for passing the probationary period in accordance with the Labor Code of the Russian Federation

Note on passing the probationary period

The process of mutual adaptation of the employee and the organization must be associated with strategic planning in the organization, with programs of motivation, evaluation, employee development, and with the corporate culture of the company.

It is imperative to notify the employee of his dismissal within three days from the time the decision is made and give him a certificate of failure to complete the probationary period. The notice shall state the reasons for termination and no holiday pay will be paid.

The employee will be able to avoid many problems if he pays attention to whether the employment contract contains a probationary period clause. Sample completion report Probationary period for an employee: basic rules Form of an employment contract - Form of an employment contract between an employee and an individual using hired labor, approved by order of the Ministry of Labor dated 06/08/2001.

Individual work plan for an employee on probation

– Articles – Individual work plan for an employee on probation

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The conclusion actually summarizes all the results of the new employee’s work during the test, so that it is easier for the head of the organization to make a reasoned decision regarding further cooperation with the newcomer. Actions of the employer upon completion of the tests You can often hear or read the question: “after the probationary period, how is the employee registered?”

As already mentioned, the probationary period can end by two events: the time period expires or one party decides to terminate the employment contract. After the expiration of the probationary period, no special actions are required from the employer if the employee has passed the preliminary test - it has already been formalized in accordance with the Labor Code of the Russian Federation.

An order to end the probationary period should be issued only in one case - the stage in question ends earlier than it was provided for in the employment contract.

https://youtu.be/6jaZ0G29V70

Feedback on the employee completing the probationary period

4. Familiarize the employee with his job responsibilities and train them in their implementation.

Planned results of the implementation of the adaptation program: - rapid involvement of the employee in the labor sphere; — conscientious performance by the employee of his official duties; - friendly relations in the team.

implementation of the program - 1 month. Officials involved in the implementation of the program - manager, administrator
.

What does the provision say about the procedure for completing the probationary period and what are the employer’s actions after its end?

In this article we will talk in detail about what happens if a person is on probation.

Completion of the probationary period is recorded in Article 70 of the Labor Code. In accordance with this article, the new employee is assigned all rights during the probationary period.

If in practice you use only a temporary indicator and your own opinion, dismissal on the basis of unsatisfactory test results will be illegal and can be challenged by the employee in court. That is, in the employment contract, the employer, setting the period during which the employee undergoes testing, must also set specific test conditions, during the implementation of which the newcomer’s business qualities will be assessed.

An example of writing a review about the results of an employee’s probationary period (—Prospectus, 2011)

¦The employee’s probationary period: ¦ ¦since “__” __________ 20__.

according to "__" __________ 20__ ¦ ¦1.

Has the new employee proven himself to be a specialist, and does he have the necessary qualifications?

(yes; to the necessary extent; to an insufficient degree; to a minimal degree; no, does not have; other) _______________¦ ¦2. Does the new employee follow the accepted standards of conduct at the enterprise, does he always promptly, completely and accurately comply with the internal rules of the labor regulations and orders of the management of the enterprise (division)? (yes; to the necessary extent; to an insufficient extent; to a minimal extent; no, does not have; other)¦

Tests and interview tasks: are they legal?

Labor legislation does not regulate whether an employer can conduct testing when hiring candidates for open vacancies. This, undoubtedly, can be considered an omission, because... Many questions arise due to the fact that, despite the absence of relevant norms in the legislation, testing for employment is often used in practice.

From the article you will learn how you can document the possibility of testing candidates when hiring, minimizing the risk of conflicts on both sides.

Let's consider how testing can be qualified from the point of view of current labor legislation.

Thus, when hiring, an unreasonable refusal to conclude an employment contract by the employer is not allowed (Part 1 of Article 64 of the Labor Code of the Russian Federation). At the same time, any direct or indirect restriction of rights or the establishment of direct or indirect advantages when concluding an employment contract is not allowed depending on gender, race, skin color, nationality, language, origin, property, family, social and official status, age, place of residence (incl.

the presence or absence of registration at the place of residence or stay), attitude to religion, beliefs, membership or non-belonging to public associations or any social groups, as well as other circumstances not related to the business qualities of employees (Part 2 of Article 64 of the Labor Code of the Russian Federation ).

The business qualities of an employee, according to the explanation of the Plenum of the Supreme Court of the Russian Federation, specified in paragraph 10 of Resolution No. 2 of March 17, 2004 “On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation” (as amended on September 28, 2010), should, in particular, be understood the ability of an individual to perform a certain labor function, taking into account his professional qualifications (for example, the presence of a certain profession, specialty, qualification), personal qualities (for example, health status, a certain level of education, work experience in a given specialty, in a given industry ). However, nothing is said regarding ways to test the ability to perform a certain job function. In this regard, employers are forced to:

carry out testing;
propose a theoretical task;
offer a practical task.

We arrange it correctly

Of course, in order to minimize conflicts due to refusal to hire, the employer must follow the procedure for introducing testing (or other verification task), namely, approve:

local regulatory act - a regulation, regulation, standard, rules, etc., which must provide for the procedure for drawing up, approving and conducting testing;
list of persons authorized to conduct testing;
the range of persons for whom testing can be carried out;
composition of theoretical and practical tasks.

If staff turnover is low, then you can include these provisions in existing local acts (personnel regulations, instructions for personnel records, etc.) or issue an appropriate order (Example 1).

EXAMPLE 1

Closed Joint Stock Company "Kadr"

https://youtu.be/2UF25gOtlRQ

(CJSC "Kadr")

ORDER

Moscow

On the procedure for checking the business qualities of candidates for vacant positions

Due to the increase in vacancies at JSC "Kadr"

I ORDER:

Introduce a procedure for checking the business qualities of candidates for vacant positions from January 10, 2014 (Appendix 1).
Approve the list of employees who have the right to check the business qualities of candidates for vacant positions (Appendix 2).
Approve the list of vacant positions for which the business qualities of candidates are subject to verification in accordance with this order (Appendix 3).
Approve the composition of tasks to test the business qualities of candidates for vacant positions (Appendix 4).

This order should be brought to the attention of all employees of JSC Kadr.

I reserve control over the execution of this order.

General Director Ruzov V.A. Ruzov

As for the content of theoretical and practical tasks, they can be prepared both by HR specialists and third-party organizations. In any case, they should be developed based on the specifics of the organization’s activities, the level and significance of a particular position.

Of course, the candidate has the right to refuse to complete any tasks offered to him at the interview, explaining that information about his business qualities, work experience, education and skills is contained in the resume and he can talk about this in more detail at the interview. Of course, such an answer will not be in favor of the candidate, because...

https://youtu.be/Olj06vH8trw

Not every employer will be satisfied with the text from the resume. It is assumed that by completing the test, the candidate will demonstrate his abilities in practice. The employer will be able to assess the applicant’s suitability for the assigned job. Thus, completing a test task by a candidate is one of the practical ways for an employer to check the professionalism criteria stated in a resume.

Applicants, in turn, often perceive the testing offered by the employer very critically, and this is not surprising: many of them have already encountered the fact that the employer, after the candidate completed the task, refused to hire the latter, citing poor quality performance, or disappeared altogether out of sight.

B. A. Chizhov

Magazine “Human Resources Department of a Commercial Organization” No. 6/2012

Can we test candidates for a specific position? Is it legal for an employer to require you to complete a task during an interview?

Labor legislation does not regulate the issue of using testing when hiring, and the opinions of personnel management specialists and lawyers are divided on the legality of testing.

Article 64 of the Labor Code of the Russian Federation prohibits unreasonable refusal to conclude an employment contract. It is stated that any direct or indirect restriction of rights or establishment of direct or indirect advantages when concluding an employment contract depending on gender, race, skin color, nationality, language, origin, property, social and official status, age, place of residence (including the presence or absence of registration at the place of residence or stay), as well as other circumstances not related to the business qualities of employees, is not allowed, except in cases provided for by federal law.

We invite you to familiarize yourself with the deadlines for filing an application to cancel a court order.

The Plenum of the Supreme Court of the Russian Federation in Resolution No. 2 of March 17, 2004 “On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation” explained that the business qualities of an employee should, in particular, be understood as the ability of an individual to perform a certain labor function, taking into account his professional qualifications ( for example, a certain profession, specialty, qualification), personal qualities (for example, state of health, presence of a certain level of education, work experience in a given specialty, in a given industry).

In addition, the employer has the right to present to a person applying for a vacant position or work other requirements, the fulfillment of which is mandatory for concluding an employment contract by virtue of a direct requirement of federal law, or which complement the standard or typical professional qualification requirements due to the specifics of a particular job ( for example, knowledge of one or more foreign languages, ability to work on a computer).

Passing a test, like completing a task, is one of the ways to check the qualifications and knowledge of a candidate for a position, to identify the presence of additional skills necessary for the effective performance of a job function.

It should be noted that the employer’s refusal to conclude an employment contract with a candidate for a vacant position can be appealed to the court (Article 64 of the Labor Code of the Russian Federation). Therefore, if the employer considers the test results unsatisfactory, then in the event of a trial, the testing materials will help justify in court the legality of the refusal to hire.

Do I need to take the test at the interview?

If the employer wants the testing to be legal and could become the basis for refusing to hire, it is necessary to draw up some documents that will help prove the legality of the testing actions in the event that the employee goes to court with a demand to declare the refusal to hire illegal.

First of all, it is necessary to adopt a local regulatory act, for example, a regulation on testing candidates, which will regulate in detail the procedure for developing, approving and conducting tests, and list the responsible persons who will conduct testing. The same local act determines which categories of personnel require testing upon hiring.

Let us remind you that, by virtue of Art. 8 of the Labor Code of the Russian Federation, employers, with the exception of employers - individuals who are not individual entrepreneurs, can adopt local regulations containing labor law norms, within their competence in accordance with labor legislation and other normative legal acts containing labor law norms, collective agreements , agreements.

We recommend that you approach the development of tests with special care, since they should identify only the business qualities of employees (Article 64 of the Labor Code of the Russian Federation). If during legal proceedings it is established that psychological tests were carried out or the questions posed were of a personal nature and were not related to the business qualities of the applicant for a vacant position, then the refusal to hire based on their results may be considered illegal.

How to write a probation report

Labor legislation does not establish a list of evidence that can clearly determine that an employee cannot cope with work during the probationary period. Meanwhile, the main reasons for failure to pass the test are failure to fulfill official duties and failure to comply with internal labor regulations. Since the burden of proving failure to pass the test established upon hiring lies with the employer, he needs to stock up on documentary evidence that the employee failed the test.

Characteristics of the employee after the verification period

Characteristics are another document drawn up based on the results of passing a test when hiring.

The characteristics are drawn up, like other documents, by the curator. When an organization has established the form of such a document, the characteristics must be drawn up strictly in accordance with it. When such a form is not approved, it is drawn up arbitrarily.

The specification must include the following information:

About the organization;
About the person for whom a probationary period has been established, indicating his personal information, as well as information about the position and structural unit of work;
Test period;
If the employee has length of service, his length of service is indicated;
Information about the curator;
Information about the tasks that were assigned to the person during the test period;
Conclusions and comments from the manager (indicates what the employee did during the test period, whether the employee coped or failed to cope with the tasks assigned to them).

The procedure for passing the probationary period in accordance with the Labor Code of the Russian Federation

The probationary period serves to test a new person in real work conditions.

In order not to waste time, you should draw up a work plan for the trial period (the correct wording is the trial period).

appoint a supervisor who will monitor the employee and give him advice. In order not to forget about some important details, organizations are developing special local documents - regulations on the procedure for passing the test

A probationary period is a working period during which the employer and employee have the opportunity to finally take a closer look at each other and decide whether it is worth continuing cooperation.

Moreover, although it seems that the final word here remains with the employer, the employee can also change his mind during the probationary period, so it is probably worth drawing the conclusion that establishing a probationary period is beneficial to both parties to the employment relationship.

Sample probationary period clause: main points, actions in different situations – Employee

For the final decision on hiring an employee to the main staff, he is assigned to work for a probationary period.
It is at this time that a new employee can prove himself, and the employer can evaluate his professional qualities.
In this article we will talk in detail about what happens if a person is on probation.

Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.

If you want to find out how to solve your particular problem, please use the online consultant form on the right or call. It's fast and free!

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Regulations on the procedure for passing the probationary period

Completion of the probationary period is recorded in Article 70 of the Labor Code.
In accordance with this article, the new employee is assigned all rights during the probationary period.
Many enterprises that have existed for more than a year have regulations on the procedure for passing the inspection period.
The position represents an algorithm of action for the subject.
This document includes the following sections:

general provisions, which include the definition of the probationary period, its purposes, duration, the possibility of early dismissal in accordance with Article 71 of the Labor Code, further actions after its end.
Probationary period procedure. It specifies what the test taker must do on his first day of work. His familiarity with the job description, the workplace. A supervisor is appointed who will assist the new employee during the inspection. If the subject is a leader, then he gets to know his subordinates.

The probationary period begins on the first working day and lasts for the entire period specified in the employment contract.

It is not possible to involve already hired and working employees in the audit. To understand how to pass a probationary period at work, you need to have a clear understanding of what stages it consists of. More on this later in the article.

Work plan for the probationary period

In order not to waste the time of the employee and the employer in vain, the subject is drawn up an individual testing plan.

Also, a supervisor is assigned to the new employee, who helps with adaptation to the new place and advises the subject on any questions that arise related to the new position.

The work plan for the probationary period is drawn up individually for each subject. It is developed by an experienced employee who knows the intricacies of this profession together with the new employee’s supervisor.

A plan is first drawn up for the first month of inspection.
If the subject has shown himself to be positive, then after summing up the results of the new employee’s work for the first month, a decision may be made to end the trial period early.
If further testing is required, a plan is made for the remainder of the test period.
The plan includes the following items:

Full name of the employee, department and position;
test period;
full name of the curator, department and position;
list of assigned tasks, completion time, planned result, actual result, supervisor’s comments.

A plan for a probationary period, if properly drawn up, helps during the inspection to see how effectively the work is being performed by the subject, and also for the employee to understand whether he is suitable for a new place of work, or whether it is worth looking for another.

The tasks included in the plan during the probationary period must correspond to the responsibilities recorded in the job description. Tasks should be such that it is easy to give an objective assessment of the activity and a clear criterion for its implementation.

For example, for an operator, the processing speed of documentation is 200 pieces per day with an error tolerance of 1%, for a sales manager - the conclusion of a transaction, the result of which will be the receipt of an advance on it.
Assignment for a probationary period, sample.
The photo below shows the document form:
Work plan for the probationary period, sample.

Adaptation period

How quickly a newcomer adapts will determine his success in his new position.

https://youtu.be/lgPoilDKtmI

The adaptation period is helped by the supervisor assigned to the new employee, his boss, and the HR manager.

the purpose of adaptation is to identify the test subject’s ability to perform independent work. During the first month, they observe how the newcomer learns new material, and in subsequent periods - how he applies the acquired knowledge in the process of work.

Progress report

At any time during the probationary period, the employer may terminate the contract with the new employee under Article 71 of the Labor Code due to his unsatisfactory work.

If the assessment is positive, the probationary period ends at the moment that was written down in the employment contract, or can be completed earlier than scheduled at the discretion of the manager.

So, the end of the probationary period has arrived, what are the employer’s next steps? At the end of the probationary period, a certification is carried out to determine how well the new employee copes with the job and how he fits into the team.

Certification at the end of the probationary period will allow you to make a decision:

about further continuation of work;
on termination of the contract at the initiative of the employer or employee. Moreover, the termination of the contract takes place within three days in accordance with Article 71 of the Labor Code.

Certification during the probationary period includes the preparation of a report. It is usually written by the curator according to the plan adopted at the beginning of the trial.

A report on completion of the probationary period is generated several weeks before the end of the inspection period.

The results of the probationary period are assessed according to the following criteria:

quality of work performed;
level of professional training;
ability to work together;
independence in completing tasks;
the ability to bring work to the final result.

Based on this report and personal observations, the new employee’s boss draws up a testimonial for him during the probationary period.

Together with the report and characteristics, a conclusion is written by the HR manager.

It should summarize the performance results during the review period. The employee must be familiarized with the conclusion after completing the probationary period.

This must be done if the subject fails the test and will be dismissed.
All documents are attached to the employee’s personal file.
Conclusion on completion of the probationary period, form.
In the photo below you can see a completed sample report:

after the expiration of the probationary period and if the probationary period is completed, no additional order needs to be issued.
The employee continues his activities at this enterprise.
Issuing an order of dismissal due to unsatisfactory performance during the probationary period.
The order must be issued before the end of the inspection. If such an order is not received, then the employee can consider himself accepted for a permanent position.
dismissal order due to unsatisfactory performance during the probationary period.

The probationary period is the time for an employee to demonstrate his professional qualities in a new workplace, time for his adaptation.

This is also the period when the employer can evaluate the tested employee based on the results of the test and make the correct final decision. Well, now you know what to do when the probationary period ends.

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The procedure for passing the probationary period in accordance with the Labor Code of the Russian Federation

In most organizations today, personnel selection is carried out by HR specialists.

for an applicant to undergo an interview , testing, fill out a questionnaire and bring a bunch of recommendations.

To prove his qualifications, he will have to spend time and effort on one more stage before becoming a full-time employee in the new company. This is a probationary period .

Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.

If you want to find out how to solve your particular problem, please use the online consultant form on the right or call. It's fast and free!

Hide content

Passing the hiring test

The probationary period serves to test a new person in real work conditions.

In order not to waste time, you should draw up a work plan for the probationary period (the correct wording is a probationary period) , appoint a supervisor who will monitor the employee and give him advice.

In order not to forget about some important details, organizations are developing special local documents - regulations on the procedure for completing the probationary period.

What is the probationary period provision?

If an organization has existed for more than a year and its leader often hires staff under the condition of passing a probationary period, then a certain algorithm inevitably develops for testing the knowledge and skills of new employees.

Such an algorithm is best documented in the regulations on the procedure for completing the probationary period .

provisions on the testing procedure. And option two (with applications).

Here are some points that are reflected in such a document:

General provisions. It should be explained what the probationary period is for, what its goals and objectives are. It is also necessary to disclose the basic concepts that are used in the provision: a plan for the duration of the trial, the employee’s supervisor and others.
Distribution of responsibilities between the new employee’s supervisor, the head of the structural unit and the head of the organization.
The procedure and timing for preparing a report on test results.
Under what conditions can the time for testing the qualifications of a new employee be reduced?

When does it begin?

The employee's test begins on the first day of his new job . It is impossible to assign a testing period to someone who has already been hired and has been working in a new position for some time.

Read about how to properly arrange a probationary period for a new employee.

How to get?

When going through this stage of employment, nothing supernatural is required from the employee - only to conscientiously solve the tasks that the manager sets for him. This will allow you to make an adequate decision.

In order to obtain comprehensive information about the new employee, you should develop a plan for the entire verification period.

Planning

The plan for the probationary period is a document consisting of several thematic blocks. Each block includes several questions:

Task for the employee.
Time to complete it (days or number of hours).
Expected Result.
Actual result.

Probation period report

It should be explained what the probationary period is for, what its goals and objectives are. It is also necessary to disclose the basic concepts that are used in the provision: a plan for the duration of the trial, the employee’s supervisor and others.

Distribution of responsibilities between the new employee’s supervisor, the head of the structural unit and the head of the organization. The procedure and timing for preparing a report on test results.

Report (conclusion) on completion of the probationary period

When an employer is not satisfied with an employee for some reason, then trying to terminate the employment contract is not so easy.

To do this, the employee must be given notice no later than three days in writing.

where the reasons must be indicated that served as the basis for recognition as having failed the probationary period.

This notification must be taken seriously, because if an employee does not agree with the employer’s decision, he must go to court to appeal this decision.

A probationary period is a working period during which the employer and employee have the opportunity to finally take a closer look at each other and decide whether it is worth continuing cooperation.

Moreover, although it seems that the employer has the final say here, the employee can also change his mind during the probationary period, so it is worth drawing the conclusion that establishing such a period is beneficial to both parties to the employment relationship.

The absence of a probationary clause in the employment contract means that the employee was hired without a trial. In the case where an employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only if the parties formalized it in the form of a separate agreement before starting work.

When setting a condition for testing before concluding an employment contract, the employee must be asked for all the necessary documents in accordance with Art.

Test process

The end of the probationary period is an important stage for both the manager and the employee. Both parties formed a definite opinion, the manager critically assessed the new employee, who, in turn, got an idea about the company and decided to stop or continue working.

Dismissal of an employee immediately after the probationary period does not require 2 weeks of work. The application is submitted 3 days before the desired dismissal.

If there are no complaints from management against the employee, he is considered to have successfully passed the test and continues to perform his duties. The employer's actions are further reduced to optional activities, which are described below.

Employee report

Typically, no reports are required from the employee himself, since all assessments of completed tasks are available in the test plan.

However, some managers may require him to draw up such a report to provide an assessment of the procedure performed by the employee himself.

The practical value of this document may have particular weight for employees occupying important key positions, since their opinion may contain useful information for the company's management.

The typical content of a report is designed to answer questions about the employee's performance, for example:

What difficulties did you encounter when passing the IS?
New skills acquired during testing.
What we couldn't cope with.
Have you gained new knowledge?

Employer's conclusion

Based on the data obtained, value judgments, and a general impression of the employee’s qualities, the manager makes a conclusion about the test results.

It reflects the conclusions obtained during the procedure, assessments of the quality of performance of functional duties, communication skills, ability to work independently and in a team, and other important skills of the employee that determine the degree of his suitability and need in a given organization.

Recommendations are possible on the most optimal use of the employee, providing him with a higher or lower position.

What does it mean to pass successfully?

Successful completion of the test is management’s recognition of the employee’s suitability to perform the duties assigned to him. At the same time, for the employee this means trust and desire to work in this company. From the moment the probationary period ends, an employee can no longer be dismissed according to a simplified scheme (within 3 days).

Notice of completion

Typically no notice is required. If a person fails the test, then he is sent a notification that he was unable to cope with the proposed tasks and cannot continue to work in this company.

If at the end of the test the employee did not receive any notification, this means that he successfully passed the test and continues to work in the organization on a general basis. An internal memorandum about the completion of the test can be written for the convenience of conducting personnel records in the company.

A probationary period is a convenient and useful procedure that gives both parties the opportunity to take a closer look at each other, identify strengths and weaknesses and form a fairly complete impression of each other.

Probation period report sample

When an employer is not satisfied with an employee for some reason, then trying to terminate the employment contract is not so easy. To do this, the employee must be given notice no later than three days in writing.

where the reasons that served as the basis for recognizing the employee as failing to complete the probationary period must be indicated.

This notification must be taken seriously, because if an employee does not agree with the employer’s decision, he must go to court to appeal this decision.

Prohibition on setting a probationary period

Labor legislation provides for a certain category of citizens for whom a probationary period is not established. These include:

pregnant women;
minors;
employees hired for transfer between enterprises or divisions;
young specialists accepted into their specialty within a year after graduation;
employees in elected positions;
employees who won a competition for a position;
temporary workers whose employment contract is signed for a period of no more than two months.

In some cases, pregnant women or employees hired by transfer may still be subject to a probationary period - we are talking about the civil public service.

Legislative framework

The employment contract must contain a clause on the completion of a probationary period (PP) indicating its duration.

If the company has been in existence for more than a year, then it usually develops its own specific algorithm for checking new employees during the trial period. For this purpose, the management is developing a special regulation.

The Labor Code establishes certain categories of workers for whom it is prohibited to introduce a probationary period:

pregnant women;
young people under 18 years of age;
specialists who are registered in the order of transfer, those who entered by competition and some others.

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

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

The tasks and goals, the criteria by which the subject will be assessed, are indicated.
The terms and reasons why it is possible to reduce them are determined (its duration cannot exceed 3 months - Article 70 of the Labor Code of the Russian Federation).
A curator is appointed and an individual plan is drawn up for the period of professional suitability testing.
The procedure and deadline for reporting test results is prescribed.

provisions on the procedure for passing the probationary period
provisions on the procedure for passing the probationary period

Start

The probationary 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 for a few days)

Maximum extension period

As mentioned above, the IP can be increased strictly by the number of days that were missed on the basis. Accounting is carried out on calendar working days. Let's assume that an employee has sick leave for 10 days - from Monday of the current week to Wednesday of the next. Then the IP is increased by 8-9 days (depending on the work week). If Friday of the current week falls on a public holiday, then the extension period will be 7-8 days.

In rare cases (usually on the initiative of the employee himself, for example, to acquire additional skills), by agreement of both parties, the administration can extend IP without compelling reasons.

What is the probationary period provision?

provisions on the testing procedure.

Attention Date of review: “____” _______________ 20___ Employee signature: _____________________ _____________________

Full name

Note on the assignment form:

Score Result 1 Coped with the task 0 Did not cope with the task 2 Completed more than required

Let’s say our HR department inspector, Ksenia Petrovna Ivanova, failed to complete her assignments.

How to get?

To successfully complete this probationary period, you do not need to do anything special; you just need to conscientiously and efficiently carry out all the tasks set by management. First, you should carefully study your job description, your responsibilities, and do not hesitate to ask advice from experienced colleagues.

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

Work plan

What it is?
This is a document containing several thematic sections, each of which includes the following questions:
- A specific task for the employee (professional).
Actual result.
Expected Result.
Curator's comments.
Who composes?
Typically, an experienced HR employee or immediate supervisor is involved in drawing up such a plan.
What is it needed for?
The plan is drawn up in order to understand whether a given employee is capable of effectively and competently performing his job duties, and in order to avoid possible conflict situations in the future.

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

work plan for the probationary period
work plan for the probationary period

Tasks

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

Example

A probationary period is established from 10/12/2003 to 12/12/2003

During the probationary period, the employee must study: .

In the last week of the probationary period, a commission consisting of the head of the unit, the director of the department and a specialist in training and personnel development conducts an exam, based on the results of which the quality of mastering the material is determined.

The employee must solve the following tasks: .

For each task, a clear criterion for successful completion must be defined.

For example

, draw up your job description. The task is considered completed if, by the end of the probationary period, the proposed instructions are approved in accordance with the procedure adopted by the company.

For example

, set up computer equipment and local network. The task is considered completed if by the end of the trial period the equipment and local network are operating stably.

For example

, make a sale for a total amount of 200,000 rubles. The task is considered completed if, by the end of the probationary period, prepayment on contracts for the specified amount or more is received.

The employee must demonstrate the following qualities and fulfill the following requirements: .

For example

, for an operator, productivity should be 200 documents per day, the number of operational errors should not exceed 1%. The assessment is carried out by the operational control service.

The employee must demonstrate the ability to work in a team.

Employee adaptation

Adaptation in any team is not an easy process, because a new person joins an existing team. Of course, he needs to be helped, not left without support, and appointed a curator to help him during the probationary period.
.

Who is watching the newcomer during this period?

The following may be involved in monitoring and monitoring the correct execution of tasks:

the immediate supervisor of the tested employee;
mentor;
curator;
observer.

It is also possible to create commissions, but this practice is usually only suitable for large enterprises.

What are they looking at?

During this period, monitor:

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

Structure

It is necessary to indicate from what date and until what date the probationary period is established.
The probationary period assignment must contain clear, measurable requirements for the employee. All assigned tasks must have a deadline.

The employee must clearly understand what personal and business qualities he must demonstrate to successfully complete the probationary period.

Criteria for evaluation

The task for the probationary period must describe how the solution of problems, fulfillment of requirements and manifestation of qualities will be assessed.

It’s good when the assessment is carried out collectively. This increases the objectivity of decisions made and reduces the likelihood of claims and accusations of bias.

End of test

Certification at the end of this time period is perhaps the most ideal option for completing it. That is, a new employee undergoes exactly the same test (suitability for the position) as everyone else, according to the certification regulations developed in the organization.

When does it end?

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

results

The results at the end of this test may be positive or negative . Well, of course, a negative result is much less common, because usually already in the first 3–4 weeks it becomes clear whether a person copes with the assigned tasks or not
. Therefore, more often than not, they part with an unsuitable employee who just doesn’t work out earlier.

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

Report

The most important document is the completion report , which is prepared after the tests are completed. It precisely reflects the employee’s ability to perform his job duties.

Who writes?
The report is usually compiled by the curator assigned to the subject.
How to compose it?
It is not difficult to write a report; it must strictly correspond to the specific test plan developed earlier. It should be described 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 point scale in such a report; it will look more objective.
During what period?
The report must be ready no later than 2 weeks before the end of the verification period.

report on the results of the probationary period (employee self-diagnosis)
report on the results of the probationary period (manager's report)

Characteristic

After the testing period, the employee’s character reference is drawn up by his immediate supervisor. It reflects not only his business qualities, but also his ability to work in a team, mobility, social adaptation, level of culture and stress resistance
.
This characteristic is then attached to the report (based on test results)
.

characteristics of the employee after passing the probationary period
characteristics of the employee after passing the probationary period

Conclusion about the passage

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 work activity during the designated period

An example of a probation report can be downloaded below:

conclusions on completion of the probationary period
conclusions on completion of the probationary period

This conclusion is most often prepared by a HR specialist or one of the new employee’s experienced, qualified colleagues.

We formalize the test result

When it comes to recording the test results, it means that the employee did not pass the test.
After all, upon successful completion of the probationary period, the preparation of any documents is not required. An employee who has passed the test simply continues to work at the end of the test (Part 3 of Article 71 of the Labor Code of the Russian Federation). But if the test results are unsatisfactory, the employer has the right to terminate the employment contract with the employee before the end of the probationary period without paying severance pay, notifying the employee of the dismissal no later than 3 days before the dismissal. The warning must be in writing. It must indicate the reasons why the employee was found to have failed the test (Parts 1, 2, Article 71 of the Labor Code of the Russian Federation). Such reasons are initially indicated in the conclusion, which is drawn up if the test result is unsatisfactory. Thus, the conclusion based on the test results is both the basis for the subsequent issuance of a warning about the dismissal of the employee, and confirmation of the validity of the dismissal of the employee under Part 1 of Art. 71 Labor Code of the Russian Federation. The conclusion is drawn up by the person responsible for the employee’s completion of the probationary period (usually the employee’s immediate supervisor), or even a commission specially created for this purpose. It is advisable to familiarize the employee with the conclusion against signature.

To provide a conclusion on the results of the employee’s test, we provide a sample of its completion.

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Actions of the employer after the expiration of IP

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

How is the employee registered after the test?

It often happens that the probationary period has already ended, but the employee continues to work, this 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 this in order to set your employee up for successful activities in the future
.

If, at the end of the testing period, an unsatisfactory assessment is received, then the 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.

notices of failure to complete the probationary period
notices of failure to complete the probationary period

The reason for dismissal must be legally formulated. It is best to back it up with documents; these could be acts of failure to fulfill duties, complaints from clients, as well as memos or reports that were drawn up by the supervisor and immediate superior during the inspection period.

Is it necessary to draw up a termination order?

Such an order is needed only if the trial period ended early (was shortened).

order for early completion of probation

End of probationary period and actions of the employer

The end of the test is an important moment not only for the employee, but also for his employer. At this stage, the parties were already able to get an initial opinion about each other, the manager was able to evaluate the new employee, who was also able to understand how the enterprise works and decided whether or not he would continue to work here.

After the company's management receives a conclusion drawn up by the HR department about the applicant's completion of the probationary period, they will be able to make a final decision about whether they need this employee or not. If the company administration is satisfied with everything, then it can congratulate the applicant, after which he will be able to continue his work at the company.

Concept and features

A probationary period is a time period appointed to clarify all the circumstances regarding the professional suitability or suitability of a newly hired employee for the position held. The procedure is regulated by Art. 70 Labor Code of the Russian Federation.

A probationary period is assigned to persons newly hired when drawing up an employment contract. The appointment of a probationary period is not a mandatory measure ; in addition, mutual consent is required.

In this case, the employee does not write an application, but simply signs the employment documents indicating the terms of the test and its duration.

There is no term “probationary period” in the Labor Code of the Russian Federation. The concept of “test” is used, which to some extent changes the understanding of the procedure taking place. Of primary importance is not the time period, but those actions that should reflect the abilities or level of training of the employee.

However, the time frame is clearly outlined:

The employee may be subject to probation for 3 months.
Management, chief accountants – up to 6 months.
For employees hired under a temporary employment contract valid from 2 to 6 months, the probationary period is up to 2 weeks.
Only those days when the employee was at work are taken into account.

Exercise

An accurate and clear test assignment makes it possible to objectively assess the employee’s qualities. In addition, the dismissal of an employee who has not completed the probationary period requires justification , which is given on the basis of conclusions about the completion of the task.

The absence of such justification may lead to claims involving litigation, which cannot be included in management’s plans. For the employee himself, receiving a task also has a useful side - he gets the opportunity to become familiar with the level of expectations, management requirements for his position and the criteria for evaluating his actions.

Usually, not one task is given, but several. This contributes to a more accurate determination of the employee’s capabilities and helps to more fully reveal the strengths and weaknesses of his training or professional suitability.

The essence of these tasks is to perform certain functions inherent to the position held, showing the level of the specialist’s readiness to solve emerging professional problems with varying degrees of effectiveness.

Tasks must correspond to the expected level of professional training, and also be within the employee’s area of competence.

Who checks and how

Checking and evaluating the tasks performed is carried out by the curator (mentor) and the manager . The supervisor's assessment usually takes priority. When three months end, the manager issues an assessment, confirming or refuting the supervisor’s opinion.

These two assessments may diverge from each other because the point of view is not always the same, so different types of tasks are needed to obtain a balanced result.

Examples

The newly hired sales manager receives the following assignment during the probationary period:

Mastering the company's corporate rules.
Practicing reporting techniques and filling out turnover documents.
Determining the level of fulfillment of functional responsibilities.
Assessment of general communication skills and ability to work in a team.

Probationary task for a system administrator:

Study the company's IT communications system.
Optimize and improve system performance.
Work out a mechanism to avoid system failures

Thus, the tasks received on the IS fully correspond to the profile of the employees or are within the scope of the professional duties of the subjects.