Probation and Confirmation Policy

Policy Information
Policy Title Probation and Confirmation Policy
Issued by / Author Human Resource Department
Policy Owner Human Resource Department
Effective Date Jan – 2024

1.Objective

The purpose of Employee Probation and Confirmation Policy is to ensure employees of Canopus GBS
has the right skills and experience to be able to pursue its long-term and short-term goals and
aspirations.

2.Scope and Applicability

All new joiners of Canopus GBS regardless of position and grade, unless specifically decided by the
Management or HR Manager.

This policy applies to all full time employees of Canopus GBS.

3.Policy & Process Guidelines

All full time employees will be under probation for a period of 6 months from their date of
joining.

Reporting manager will assign a standard goal or target to the new joiner. This goal is agreed by both
the parties. At the end of the probation period the set performance target and the achieved
performance will be compared by the reporting manager and HR

Confirmation forms will be sent to the respective Reporting Managers 3 weeks before the probation
end date by HR.

Reporting Manager will have to revert to HR with their decision on confirmation or probation
extension of the concerned employee within 1 week from the date the form was received.

If the employee meets the expectation of organization in terms of performance , then confirmation
letter is provided to the employee on the probation end date.
 Appointment and Induction

Job assignment

Job Confirmation

Performance review by Manager & HR

New employee meets Expectation

Job Confirmation

Probation Extension

In the event of unsatisfactory performance by new joiner, an extension of probation period for
whatever valid reason, should be for a minimum period of < two months > and maximum of < 4
months > and can be extended only once.

If an employee is unable to improve within the set probation extension period, Reporting Manager
along with HR discuss about the unsatisfactory action/excessive leaves/ poor performance with the
new employee. Reporting manger may arrange training, coaching & Development programs for the
improvement of performance. The recorded discussion should be duly signed by the employee and
the manager.

However, if the employee repetitive fails to achieve the set performance then organization has a
right to terminate the employee.
In the case of health issues or medical emergency, the new employee should submit the sick
certificate to the HR department. The advice of the higher management will be considered in
such case before the decision of termination.