Probation

A parliamentarian may elect to commence ongoing and non-ongoing MOP(S) Act employees on a probation period. It is recommended that all ongoing and non-ongoing employees are placed on minimum probation periods.

For ongoing employees, the standard probationary period is three months. It can be extended by a maximum of two months. Non-ongoing employees can be employed with a maximum probation period of three months.

Parliamentarians are advised to discuss with their employee any possibility of an extension to their probation period. This is an opportunity to outline where expectations were not met, agree on support and review of the extended probation period.

Any changes to a probation period must be emailed to the employee and PWSS HR Advice. This includes ceasing the employment or extending the probation period. If you are considering terminating an employee's employment contact the PWSS HR Advice.

If the probation period is not extended in writing, the probation period will automatically be confirmed.

It is advised that parliamentarians, or authorised persons, review the performance of an employee before the end of the probation period.

If a parliamentarian decides not to continue with the employee after probation, the employee must be carefully counselled and given adequate notice. An employee on probation is entitled to a one-week notice or payment in lieu of notice.  For further advice, contact PWSS HR Advice.

An employee who is transferred or promoted from another office (or other Commonwealth employment) without a break in employment, and has completed a probationary period, does not need a further period of probation.

Employers and managers should support each employee to perform at their best by managing their performance and providing feedback.