KATHMANDU: In a workplace setting, pro-bation is a status given to new employees of a company or business. No matter the profession, one may be subject to go through a probationary period. The only exception to this maybe when one works there as a temp for a certain period of time.

“A probationary period is a specified time period given by the employer to the employee, to evaluate their performance before hiring them permanently,” says Bharat Kumar Pokharel, deputy country director at Helvetas Swiss Intercooperation. “It is also the time taken by the employee to know the organisation and its culture,” he adds.

During this time, the supervisor appraises the employee’s:

•    Ability to learn and perform job duties

•    Quality of work

•    Productivity

•    Work habits

•    Cooperation

•    Attendance

•    Punctuality

•    Other standards and expect-ations specific to the employee’s work situation



A probationer is not a perm-anent employee and can be

terminated at any time during the period of probation without

giving reason and assigning thereof. Similarly, a probationer can also leave the organisation at

any time by giving notice as per the period stipulated in the

appointment order or the standing orders of the company.

Pokharel highlights, “During the hiring process, the employer will explain to the probationer what is required of them during the probation period and for

how long it will last. They generally judge the candidate on the

basis of their determination,

competency, punctuality and

other required skills which

can’t be determined during the

selection process.” One would normally have to sign something agreeing to this information.

The probationary period is mainly used for two purposes.

The first is to evaluate the employee’s performance. During the

probation period, one will be

required to achieve certain goals in order to become permanent. In certain instances, the probationary period may be extended at the will of the employer. The second purpose of a probation period is for an employer to be able to fire an employee without a reason.

“Normally, the average length of a probation period is anywhere between three to six months, but in government offices it can last for a year,” explains Pokharel. If the probationer has been unable to fulfil the duties set for them,

but the employer feels they can achieve the goals in more time, they may extend the probation

period by a month or more. If their expectations have been met, the probationer will be required

to sign a new contract as a

permanent employee.