Probation Review Template
A probation review template covering performance, behaviours, and a clear pass/extend/fail decision so managers can confirm new hires fairly at the end of probation.
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What you get
- A structured review across performance and behaviour criteria
- Rating scales with evidence prompts for fair assessment
- A clear pass / extend / not pass decision section
- Sign-off fields for manager and employee
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Review details
- Employee name
- Role
- Manager
- Start date
Performance assessment
Rate against the role's core expectations with specific evidence.
Performance criteria (1 = below, 3 = meets, 5 = exceeds)
| Criterion | Rating (1-5) | Evidence / examples |
|---|---|---|
| Quality of work | ||
| Meeting goals and deadlines | ||
| Job knowledge and skill | ||
| Communication |
Behaviours & culture fit
Behaviour criteria (1 = below, 3 = meets, 5 = exceeds)
| Criterion | Rating (1-5) | Evidence / examples |
|---|---|---|
| Collaboration and teamwork | ||
| Reliability and attendance | ||
| Response to feedback | ||
| Alignment with company values |
The preview stops here; the template continues in the download.
How to use this template
- Review against the criteria. Score the new hire on the role's key expectations using evidence, not impressions.
- Gather input early. Collect feedback from the buddy and key colleagues before the review meeting.
- Hold an honest conversation. Share strengths and gaps clearly, then agree a development plan or confirm the outcome.
- Document the decision. Record the pass/extend/fail decision with rationale and obtain sign-off.
Frequently asked questions
When should the probation review happen?
Schedule it a week or two before the probation period ends so there's time to document the decision and, if needed, follow the correct extension or termination process.
Can I extend a probation period?
Often yes, if your policy and local law allow it. Use the extend option with clear objectives, support, and a new review date rather than passing someone you're unsure about.
What if the review outcome is negative?
It should never be a surprise. Give ongoing feedback in 1:1s, document concerns, and follow your termination policy and local employment law for the final decision.