Agenda item

The Assistant Director, Human Resources, presented a report to the Committee detailing the proposed revised probationary policy and procedure.  Amendments had been made to clarify several areas of the existing policy to ensure that Managers and Staff had a clear framework to assist in the monitoring of employee probationary periods.  In particular, the policy clarified the manner in which it applied to existing Slough Borough Council employees who were appointed to new posts within the Council, employees who joined the Council from other local authorities and employees on fixed term contracts.  The policy had been circulated in draft form for formal consultation with the Corporate Management Team, the recognised Trade Unions and the special interest groups – BAME and the Disability Forum.  Stakeholders had been engaged via Focus Groups held with Town Hall staff, managers, Trade Unions and Human Resources.

In the subsequent discussion Members raised several issues including:

• Referring to section 5.4 of the report, which stated that existing employees appointed to new posts within the Council would have their performance monitored closely during their first six months (or proportionate period where on a fixed term contract), a Member queried whether the probationary period to which new employees on fixed term contracts were subject should also be proportionate.  In addition, the Member suggested that the sentence explaining this should be rephrased to replace the word “if” with “where”.  The Human Resources Business Partner (G&B and Resources) informed the Committee that the Council were following the guidance of ACAS (Advisory, Conciliation and Arbitration Service) and South East Employers with regard to the application of a three month probationary period for employees on a fixed term contract of less than 12 months. 
• A Member enquired as to how staff who were not found to be performing at the level required by their position by the end of their probationary period were supported and whether they were given the opportunity to have any form of representation.  The Assistant Director confirmed that support procedures were in place and as detailed in the policy in paragraph 31, employees in these circumstances would be given 5 working days notice of the final assessment meeting to ensure that they could be accompanied by Trade Union representative or work colleague.
• A Member queried whether many people failed to meet the standards required during their probationary period and was informed that the number was minimal.  Further, the meeting was advised that the procedure aimed to support employee development and therefore a form template was supplied for reviewing performance requiring that training and support needs be identified throughout the process. 
• A Member queried whether specific procedures were in place for dealing with disabled employees in this position.  The Human Resources, Business Partner (G&B and Resources) advised that the employee would be assessed by Occupational Health during the recruitment process and that managers would then receive suitable guidance to ensure that the employee was supported as necessary.  Section 7 of the policy outlines the support processes to which Managers would be expected to adhere. 
• A Member queried what the induction procedure was for new employees, how soon it was initiated and whether a departmental induction was provided to employees moving to a different post within the Council.  The Assistant Director advised that departmental inductions following a standard checklist were given to all new employees and for existing employees where it was deemed necessary.  Additionally, all new employees, regardless of the length of their contract, were expected to attend a week long corporate induction  course.  This course was run on a monthly basis, excluding the summer months.  A Member enquired as to whether senior staff were required to attend the corporate induction course.  The Committee was advised that as senior staff would, in most cases, already have an understanding of local government a condensed version of the induction course was offered where appropriate.

Resolved – That the revised Probationary Policy & Procedure be approved.