The MSPB has recommended several strategies for agencies to better use the probationary period, saying that before they accept a job, candidates “need to understand that they will be required to serve a probationary period, what they need to do to succeed, and the consequences for failing.”
That should be communicated through job opportunity announcements, job offer documentation and personal discussions, it said in a recent publication.
“Once candidates accept the position, regular communication between probationers and their supervisors is critical to effectively using probationary periods. Probationers need to understand how they are doing throughout the process and what the agency will do to help them succeed in the new position. Therefore, supervisors need to establish clear performance standards, set benchmarks for successful performance, assess and strive to meet training needs, evaluate performance, and regularly communicate with probationers to let them know how they are doing,” it said.
It also recommended that supervisors receive training regarding their role during the probationary period, how to manage probationers’ performance, and the process for finalizing probationers’ selections at the end of the period. HR should notify supervisors at the midpoint of the probationary period and when it is nearing its end, and agencies should require supervisors to proactively certify that probationers have met the requirements of probation before the end of the period, it said.
