The Mid Probation Review Template is a crucial document used by Australian organizations to evaluate employee performance and suitability for ongoing employment at the halfway point of their probationary period. This template is designed in accordance with the Fair Work Act 2009 and related Australian employment legislation, providing a structured framework for assessing new employees' progress, identifying areas for improvement, and making informed decisions about their continued employment. The document supports fair and transparent performance evaluation while protecting both employer and employee interests through proper documentation of the review process. It is typically used between 3-6 months into employment, depending on the total probation period length, and forms part of the official employment record.
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1. Employee and Reviewer Details: Identification of the employee being reviewed and the person conducting the review, including positions and departments
2. Review Period Information: Dates of probation period, current review date, and any previous review dates
3. Performance Criteria Assessment: Evaluation of key performance indicators, core competencies, and job-specific requirements
4. Achievement of Initial Objectives: Review of objectives set at the start of employment and progress made
5. Attendance and Punctuality: Record of attendance, reliability, and time management
6. Overall Performance Summary: General assessment of the employee's integration, performance, and cultural fit
7. Areas for Development: Identification of skills, knowledge, or behaviors requiring improvement
8. Support and Resources Required: Additional training, mentoring, or resources needed for success
9. Recommendation: Clear statement on whether to confirm employment, extend probation, or terminate
10. Sign-off Section: Space for signatures of reviewer, employee, and HR representative with dates
1. Previous Review Summary: Include when this is not the first probation review, summarizing previous feedback and progress
2. Project-Specific Performance: Include for roles where specific project work has been a significant part of the probation period
3. Team Feedback: Include when collecting and incorporating feedback from team members or other stakeholders is relevant
4. Customer/Client Feedback: Include for customer-facing roles where client interaction is a key performance indicator
5. Technical Skills Assessment: Include for technical roles requiring specific skill evaluation
6. Performance Improvement Plan: Include when specific performance issues need to be addressed with detailed action plans
1. Performance Criteria Matrix: Detailed breakdown of performance indicators and rating scales
2. Initial Employment Objectives: Copy of objectives set at the start of employment
3. Training Record: Summary of training completed during probation period
4. Position Description: Current role requirements and responsibilities
5. Development Plan: Specific action items and timeline for addressing development needs
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Technology
Financial Services
Healthcare
Education
Retail
Manufacturing
Professional Services
Public Sector
Non-Profit
Construction
Mining
Hospitality
Telecommunications
Media and Entertainment
Transport and Logistics
Relevant Teams
Human Resources
People and Culture
Operations
Management
Leadership
Employee Relations
Talent Management
Learning and Development
Workforce Planning
Performance Management
Relevant Roles
Human Resources Manager
Department Manager
Team Leader
Supervisor
HR Business Partner
People and Culture Manager
Operations Manager
Project Manager
Line Manager
Regional Manager
Branch Manager
Department Head
Chief Human Resources Officer
HR Director
Talent Management Specialist
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