Probation Extension

squigglebit

Just seeking some help on where I stand as I don't believe proper procedures have been followed.

Probationary hearing with less than half days notice.
Probation extended. No notes or documentation taken during meeting.
Nearly 4 weeks later I receive probationary notes which don't reflect what was discussed in the meeting and include no quantifiable actions other than quite literally "need to do a better job" - not certain how you measure or define better? 
Probationary review notes do not have anywhere for me to add my own thoughts nor sign to say I agree etc with them.
2 weeks after this I have only just received probation extension letter. 
Manager agreed to weekly meetings in probationary hearing, these have not happened (also not documented)
I explained I needed further support in hearing, but probationary notes say that I didn't think I needed additional training.

Savvy_Sue

Well, passing or not passing probation is not the be-all and end-all of staying employed. As you probably know, with less than two years employment you can be 'let go' for any non-discriminatory reason. 

And the way this reads is that they don't think you're doing a good enough job, and they aren't interested in helping you do a good enough job. So I would start seeing what else is out there. 

What else can you do? You can respond to the notes saying "I don't feel that these are an accurate representation of the meeting, I said X and Y and this is not recorded. My manager agreed to weekly meetings and these have not happened." And if you didn't do that at the time, you can respond to the letter you've had. 

How long has probation been extended for? 

Are you in a union? That may or may not help at this stage: it would be a foolish employer who decided to get rid of you BECAUSE you jumped up and down with the support of the union, but there's a fair few of them about ... 

Dakta

"As you probably know, with less than two years employment you can be 'let go' for any non-discriminatory reason. "

Good point, this of course is the real risk - probationary periods are not really a legal thing IIRC and don't affect basic employee rights so its more a case of company policy than anything, even if you passed probation they can get rid up to the two year mark for almost any reason including the colour of socks you chose to wear.

Also as noted in the reply above it looks like they think you need improvement, but your boss doesn't seem keen on giving it - I would report this if possible because it's important regardless of probation to show willing and a positive attitude to your development and fixing issues raised (whether or not you agree with them),

Regarding signing for agreeing with the notes, again this is more a company policy matter so i doubt there'd be any requirement for you to agree with them - putting myself in the shoes of a manager if someone isn't doing quite what I needed them to do and it was compromising operations then whether they agreed or not really wouldn't factor on the 'crap we gotta sort this' agenda.

I think key thing here is look at the notes, they might not be that professional depending on the firm but is there any angle where they could be perceived to have a point? if you ignore the guff is there anything there you can pick out to improve upon as a means of protecting oneself?  and coming back to reporting it I would do this as not doing so when meetings are missed is not only compromising your guidance and ability to address the issues raised but it also shows a bit of reluctance or avoidance of the matter given it'l be understood you also know the meetings aren't taking place. Let it be known.

If all this doesn't work then there's probably not a lot to be done but write it off as another of those companies that will burn through employees because they won't take their share of responsibility in developing/guiding them

squigglebit

Thanks for replies, I’m aware of the 2 years stuff.

have raised points with HR who told me all they’d heard was glowing reviews about me (go figure) will
also raise meetings not taking place 

the main point of contention in my “poor quality of work” is actually something that was
completed by a contractor in my absence but on my project, all other projects have had rave reviews.

I’ve absolutely adopted the most positive yes sir, no sir attitude and taken it all on the chin.

guess I’m just frustrated more than anything.

will endeavour to see if the employee handbook has our probationary procedure outlined anywhere

Dakta

Can totally understand the frustration and not every company is good, sort of have to play the game a bit here - as annoying as it is, any real risk here is in the 2 year matter (if they decide for any reason you're not improving for instance), unless you're missing out on something i.e employee benefits for the extended probation period - i'd just smile as under the surface it's more of a formality. The reality of it is probation itself offers very little in terms of threat that isn't there already.

If you are getting good feedback then whulst you can't really say it, you can inwardly smile because all of this is on them not being able to acknowledge good work and good feedback about you. Many a good employee suffers under a 'blind' manager 

But at least you have let HR know, whilst it isn't their job to defend you per se, you will always be able to reference that fact that you have raised it and that could be useful - especially if you are being judged on work that isn't yours.

Being 'on probation' probably feels quite bad given the wording but it's just words

josephine82

Definitely look to see if there is a probationary process outlined somewhere in your handbook or on staff intranet. 

I don’t see anything wrong with responding to the notes/follow up information to adjust what has been presented if it is incorrect. After all, the record of the probation extension discussion should be the basis of what is agreed that needs to be achieved during the extended period. 

Have they set up a performance improvement plan? How have they outlined how they will assess you at the end of the extended period to confirm your probation? 

Whilst it doesn’t sound like they have (or are following) a good process I think now it’s your responsibility to clarify the process, the expectations and the standards and have really clear audit trail of these discussions so they can’t just terminate your employment at the end of the extended probation with no evidence to do so. 

Good luck! 

Brie

Trying to make this into a positive....any reason you can't ask for a follow up meeting to discuss this and anything else about your role with your manager.  Maybe as part of a monthly 1 - 1.  Go into it with an agenda, possibly a script of what you want to discuss and arrange to either record it or to take notes which you can then provide back to the manager once you've typed them up. 

It sounds like a frank discussion is required about mixed messages....your still on probation due to needing to improve but are hearing that your praises are being sung about the building.