We are always delighted when a new employee joins the Wholegrain team and we will do everything in our power to ensure that your time at Wholegrain is successful and mutually supportive. That starts from day one with an induction process that includes spending time with members of the team, and introducing you to the various tools that we use across our business. Throughout your probationary period you will have regular check-ins with your Line Manager. The aim of which is to ensure you understand your role, Wholegrain’s expectations of you, and that you have the tools you need to succeed.
Every employee that joins Wholegrain has a 6-month probationary period. This ensures that both you and your Line Manager can assess objectively whether the role is right for you, and vice versa.
This policy ensures that all Line Managers meet with new team members within their team on a regular basis throughout the probationary period and that feedback on progress is given openly and fairly. . In particular, the Line Manager must ensure that the employee is properly informed at the start of their employment about what is expected of them during the probationary period including specific goals to be achieved and particular areas of work to be given priority within specified deadlines.
This policy applies to all employees at Wholegrain. It does not form part of your contract of employment and may be amended from time to time.
Any, and all, personal data used in conjunction with this policy shall be collected, held, and processed in accordance with our ‘Data Protection Policy.’
Length of Probation
Wholegrain’s standard probationary period is 6 months in duration however, we may decide to extend that if we feel such is necessary. We will only extend a probationary period once and the total period of probation will be no longer than 9 months . If your probationary period is extended, we will inform you of the reasons why we are doing this and what we are expecting from you during that extension. We want you to succeed and so this will include any reference to further training, coaching and support that will be available to you to help you reach the required standard(s). We will also confirm how long the probationary period is being extended for as well as the frequency of further reviews. This will be confirmed in writing to you along with what might happen should the areas for concern not be resolved to a satisfactory level by the time of the final probationary review.
Probationary periods are generally extended in circumstances where there are concerns about the employee’s performance and abilities, and/or their conduct such as their attitude, attendance, relationship building efforts or time management. Extensions are given where it is thought likely that an extension to the probationary period may lead to an improvement. It may also be extended if the employee has been absent from the work for an extended period during the probation, thus preventing a fair assessment of the employee’s overall performance and conduct during the whole probationary period.
Terms of employment during the probationary period
During the probationary period you will be subject to the terms and conditions set down in your contract of employment. Notice periods during the probationary period are different to the standard notice period that applies following successful completion of the probationary period. Please refer to your contract of employment for further details relating to your notice period during the probationary period and thereafter.
Review during the probationary period
You and your Line Manager will have frequent (normally bi-monthly) reviews during your probationary period whereby you and your Line Manager will both review and assess how you are getting on with the role as well as your performance and conduct to date. You and your Line Manager will be able to use the Probation Plan that we provide you with at the start of your employment to log agreed actions to support the successful completion of your probation period . Feedback and requests for guidance/support are also available outside of the bi-monthly reviews and these can also be noted on the ‘Probation Planning’ document.
In circumstances whereby an employee is considered as disabled within the meaning of the Equality Act 2010, then reasonable adjustments should be made to the workplace and/or working arrangements so that the employee is not at a substantial disadvantage when compared to a non-disabled employee. This applies to employees during the probationary period too and should be raised with your Line Manager at the earliest opportunity.
End of the probationary period
Before the end of your probationary period, your Line Manager will carry out a final review of your performance and conduct thus far with a view to confirming if your probationary period has been successfully completed. If everything is going well, your Line Manager will confirm verbally and in writing that you have successfully completed your probationary period. In the unlikely event that this does not occur then please flag this up to your Line Manager. In such circumstances, your probationary period is deemed to be continuing until written confirmation confirming otherwise has been sent to you.
If your performance and/or conduct during the probationary period has not been entirely satisfactory but it is thought likely that an extension to the probationary period may lead to an improvement, then the probationary period will be extended in accordance with this policy and confirmed in writing to you.
If, however, there are concerns regarding your performance and/or conduct while on probation and it is thought unlikely that further training or support would lead to an improvement, your ongoing employment will be reviewed and may be terminated at the end of the period of probation.
Termination of employment
As a general rule, we intend for employees to complete their probationary period in order to give you the best possible opportunity to come up to the required performance and conduct standards. If, regrettably, there is clear evidence before the end of the probationary period to suggest that you are unsuitable for the role, then your ongoing employment may be terminated prior to the end of the period of probation.
If the decision is taken to terminate employment, then a meeting will be arranged with you to inform you of the reason for the termination. This will be followed up in writing along with details regarding the opportunity to appeal against this decision as well as detailed regarding your leaving arrangements.
If at any point during your probationary period you are unsure if the role or Wholegrain is the right fit for you, then please don’t feel awkward about raising this to our attention. We want all our team members to be happy and fulfilled in their roles, however, recognise that there may be occasions where something is preventing this from occurring. In such an event please flag this up to us as soon as you can, so that we have the opportunity to do something to help resolve the situation. We would prefer to do that rather than you not discuss the matter with us and decide instead to leave, albeit we will of course respect your decision if that is what you think is best for you in the situation.