Probation reviews SMEs often skip

Probation is not only a calendar date. For Fair Work purposes and for day-to-day clarity, the review moments matter as much as the contract clause.

Week one

Confirm the supervisor who will conduct reviews, the training log for licensed tasks, and whether probation length matches the contract. If the employee works across sites, note which manager signs the review form.

Mid-point

Document specific behaviours against the role summary — not vague “fitting in” language. If performance is borderline, state what must change with dates before the final week arrives.

Final week

Hold the meeting before the last day if possible. If extending probation, issue written notice within contract terms. Archive signed copies with leave records, not only in the supervisor’s email.

Common WA SME gaps

Casual-to-permanent conversions without a new probation clause reviewed. Apprentices supervised by whoever is available rather than the named mentor on the training plan. Office staff performing depot tasks without updated WHS induction dates.

A refreshed probation template is often part of our HR policy advisory scope.