1.0 |
StepsAssessment of performance during probation Within three weeks after entry on duty: Discuss job description and confirm duties |
Responsible PartyStaff member |
Template/Guideline |
Explanatory NotesThe first level supervisor discusses the job description with the staff member and provides them with a plan of work embracing the duties to be performed or objectives and tasks to be completed within six months after entry on duty;
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1.1 |
StepsNo later than six months after entry on duty: Complete staff member's Probationary Performance Appraisal Report |
Responsible PartyStaff member |
Template/Guideline |
Explanatory NotesThe first level supervisor completes a Probationary Performance Appraisal Report, and discusses it with the staff member. |
1.2 |
StepsNo later than ten months after entry on duty: Second review for staff member's Probationary Performance Appraisal Report |
Responsible Partysecond level supervisor, Staff member |
Template/Guideline |
Explanatory NotesThe first level supervisor completes the Probationary Performance Appraisal Report for the second review period and includes the second level supervisor’s decision to: a) confirm the appointment; b) extend the probationary period; or c) not confirm the appointment.
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2.0 |
StepsConfirmation of appointment |
Responsible Partysecond level supervisor, Staff member |
Template/Guideline |
Explanatory NotesIf the second level supervisor recommends confirmation of appointment, the report, including any attachments, is included in the staff member's personnel file. A copy is sent to the staff member. |
3.0 |
StepsExtension of Probationary Period |
Responsible Partysecond level supervisor, OHR |
Template/Guideline |
Explanatory NotesIf the second level supervisor decides that the extension of the probationary period is warranted, the Office of Human Resources is informed of the reasons for the extension. and is provided with a copy of the Probationary Performance Appraisal Report, together with any observations of the staff member. If the probationary period is extended:
c) not confirm the appointment. c)Copies of the report, notice of extension, work plan and other relevant documents are included in the staff member's personnel file. |
4.0 |
StepsTermination of appointment |
Responsible Partysecond level supervisor, BMS Director |
Template/Guideline |
Explanatory NotesIf the second level supervisor considers that separation is in UNDP’s interest because the probationary period was not satisfactorily completed, the staff member must be notified in writing.
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