Probation review tracks a new hire through their trial period, separate from regular performance reviews.
Setup: a probation review runs for a fixed length, 30, 60, or 90 days, with a start date and a due date.
During probation: the employee completes a self-assessment, and their manager submits feedback covering the same assessment criteria. HR and Admin can see the full review; Managers see it too but with fewer controls.
The decision: probation ends in one of three recommendations:
- Pass, confirm the hire. The confirmation screen describes this as triggering compensation eligibility and benefits enrollment, but that connection isn't actually built yet, confirming a pass currently just updates the review's status. Compensation and benefits still need to be handled separately until this is wired up.
- Extend, give them more time before a final decision.
- Fail, the hire doesn't continue.
Who can act on a review: only Admin and HR can confirm, extend, or fail a probation review. Managers can view it and see the same status everyone else sees, but the decision itself sits with Admin/HR.
A current limitation worth knowing: editing or deleting a probation review's details after it's created does not currently save, the action reports success but doesn't persist a change. If you need to correct something on an existing probation review, treat it as unreliable today and follow up directly with your administrator rather than relying on the edit screen.