Probation is a period of close supervision, training and review during the first weeks or months of employment, depending on the role and circumstances. It allows you to confirm the employee is suitable for the job and farm, meeting expectations, and learning tasks safely and correctly, while giving you the opportunity to check in regularly and adjust training as needed.

 

Your responsibilities as an employer

Allow time for regular feedback, discussion and close supervision during probation so the employee feels supported and communication remains open. Expectations should be clear from the start and outlined in the position description and employment contract, with a review usually held at the end of the probation period. Effective reviews encourage honest two-way discussion, with good employers listening, providing guidance and supporting employee development.

Reviewing the probation period

As the probation period comes to an end, decide whether to retain the employee and identify any next steps needed to support their ongoing role.

Probation review outcomes and actions

Employee is performing well and fits in

• Confirm they are doing well
• Advise you intend to confirm their ongoing employment at the end of probation

Employee fits in and has a good attitude, but needs skill development

• Confirm you want to retain them
• Agree on targeted training or support
• Confirm whether the existing contract continues or needs updating

Employee fits in and has a good attitude, but is not suited to the role

• Review your overall farm needs
• Consider whether duties can be restructured or an alternative role is possible
• Discuss options with the employee and relevant staff
• Conduct a job analysis and issue a new contract if required

Employee is not a good fit and has not improved

• If reasonable support has been provided and probation has not ended, you may terminate employment
• Advise the employee verbally at the review
• Confirm the decision in writing, you are required to provide written notice of termination

The probation period also allows the employee to decide whether the role suits them. Be prepared for the possibility they may choose to leave or request changes to their terms and conditions.

If an employee decides to leave, ask for feedback through a brief exit interview. Recording this information can help identify improvements for future recruitment, job design and induction processes. For more information on exit interviews visit Termination | The People in Dairy.