Ensure you have read and are familiar with the details in the Recruitment and Induction Policy before the meeting.

Employee Name: ______________________ Department: __________________

Pre-Meeting Action;	1 Months	6 Months
Done/ discussed	Done/ discussed
Arrange and book the 1-month and 6-month review meetings with the employee – book these in when they start.
For the 1 and 6-month review ensure you invite the employee in writing and representation is offered (see policy)
Ensure you have a copy of the first PDP, and that it is up to date following all previous review meetings (including 1-month review and subsequent reviews)
Have any other relevant documents ready for the meeting e.g. training workbooks, task-based training record, Mandatory training dashboard etc
Ensure you have details of any concerns or positive comments you may have e.g. behaviour, attendance, performance etc.
Ensure that the employee has prepared for the review, i.e. what they think has gone well, not so well, any concerns they may have, or details of any support they may need (including any requested, and they have not received)
As part of your preparation, should you have any concerns or questions prior to the meeting please discuss them with HR Direct (2 7700)

Review Meeting;	Done/ discussed	Done/ discussed
Confirm the reason for the meeting is to review how the employee’s induction and first PDP is going. Explain that this review is to ensure that they are on track to achieve their probation by the end of the 6-month period.
Ask the employee to describe how their first 1/5 months have been, what has gone well in their view, what perhaps has not gone as well. Ask them to identify any gaps in their PDP, and what support they may need or have already requested – what support do they need from you to get this done. For the 6-month review, build on the comments from the 1-month review and subsequent reviews.
Ask about relationships within the team – how are they getting on with others? What support do they need from you/others? Have the actions from the 1-month meeting been carried out? Should there be any issues, these must be addressed (refer to the Dignity at Work policy and or HR Direct for further guidance)
Ask about their wellbeing. What support do they need from you/others? Have the actions from the1-month meeting been carried out?
Ask about their work life balance. What support do they need from you/others? Have the actions from the 1-month meeting been carried out?
Review positive/ negative behaviour you have witnessed. You MUST provide specific examples. When addressing negative behaviour, this should be carried out immediately, and should not wait for the review. Therefore, you will be able to focus on the changes made etc.
Review any absence if applicable. Make them aware of the attendance expected, - if you have already done this, at a return to work, do it again. If you have made any allowances for absence already, i.e. given them longer to complete a task, you must record this in the PDP and notes from this meeting
Review Mandatory Training and any Task based training, workbooks etc. Identify any gaps and record actions in the employee’s PDP
Choose the relevant option from 16, 17 or 18 dependent on your employee’s progress
Confirm that you are satisfied with their progress and that you will be confirming they have passed their probation at the 6 months point. Explain that any inappropriate conduct or absence could still impact this decision up to the end date of their probation period OR
Extension to Probation (See policy of where this may be appropriate). Confirm that you are happy with their progress to date; however, some areas still need to be addressed before you can confirm their successful probation. Therefore, another review will be held. Provide detailed reasons for this, update their PDP, and include in the OUTCOME letter. * Arrange a further review meeting. Explain that they must achieve the actions/standard required, or they risk a decision to refer their case to a Final Review Meeting to consider dismissal on grounds of failing probation. *OR *probation can be extended by any length of time up to a maximum of 3 months
Confirm that despite best efforts, they have not achieved the standard required, and this could not be expected to be achieved, therefore, their case will be referred to a Final Review Meeting where a possible outcome may be dismissal on grounds of failing probation. (See Capability Policy for process)
Post Meeting Action;	Done/ Discussed	Done/ discussed
Send the outcome letter of the meeting to employee (use template PR03 or PR05)
Ensure that the PDP is updated, and provided to the employee, and that they take ownership for completing any actions, and remaining induction requirements. Ensure that you make provision for any support you have promised whether this is from others or yourself. Ensure this is delivered.