Probation Procedure Copy and Information

Additionally, would you be willing to share a copy of your organisation's probation procedure? Where possible, we would also welcome any supporting templates or guidance. As probation is closely linked to performance management, we would also greatly appreciate it if you are able to share a copy of your performance and capability procedure. Any documents shared will be used for benchmarking purposes only and will not be redistributed.

I would be happy to share an anonymised summary of the findings from the questions raised below with your organisation should you wish to have this - please let me know if you would like to receive a copy.

1) Do you currently utilise contractual probationary periods within your organisation?
· Yes
· No

2) What contractual probationary periods (i.e. the length of probation) are currently in place for the following groups:
2a. Support Staff (incl. temporary contracts, if applicable)
2b. Operational Staff
2c. Fire Control Staff

3) At what points during the probationary period are formal review meetings held for the following groups (please indicate a time period, i.e. 1-month, 3-month etc.):
3a. Support Staff (incl. temporary contracts, if applicable)
3b. Operational Staff
3c. Fire Control Staff

4) How is your probation process administered?
Paper-based
Online Process
Learning Platform
Hybrid Approach
Other (please specify):

5) How is probation managed within your organisation?
HR-led
Line manager-led
Shared Responsibility
Other (please specify):

6) Does your organisation utilise probation extensions?
Yes
No

7) If yes, how are extensions determined as the appropriate action?
It is Management Discretion
Through a Formal HR-Led Process
A combination of the above

8) What circumstances or performance-related factors would lead your organisation to extend an employee's probation period?

9) If your organisation extends a probationary period, what Is the typical length of time for this?

10) Do you anticipate continued use of probation extensions from January 2027?
Yes
No
Unsure

11) How do you measure probationer performance (metrics, standards, KPIs, behaviours, etc.) for:
11a. Support Staff (incl. temporary contracts, if applicable)
11b. Operational Staff
11c. Fire Control Staff

12) For operational staff, how are training requirements/expectations managed during the probation period? (i.e. are they're expected passes required in order for probation to be completed)?

13) Considering the Employment Rights Act 2025, are you planning to make any changes to your probation processes?
Yes
No
This is currently under review

14) Have the upcoming changes to the qualifying period for unfair dismissal (reducing from 2-years to 6-months) affected how you will approach probation processes and management moving forwards?
Yes - significantly
Yes - somewhat
No
Too early to say
14a) If yes, how will this impact your organisation's approach?

15) What steps, if any, have you already taken to prepare for this change?

16) Is your organisation actively reviewing or redesigning its probation process?
Yes
No
In the Early stages

17) What has worked well with your probation processes?

18) What challenges have you experienced with your probation processes?

Additionally, would you be willing to share a copy of your organisation's probation procedure?

Current Probation policy – Policy overview - Lincolnshire County Council

Currently out for consultation on a revised Probation Policy that we are intending to implement as of 1 July 2026.

Where possible, we would also welcome any supporting templates or guidance. As probation is closely linked to performance management, we would also greatly appreciate it if you are able to share a copy of your performance and capability procedure. Any documents shared will be used for benchmarking purposes only and will not be redistributed.

Current Capability policy and procedure – Policy overview - Lincolnshire County Council

I would be happy to share an anonymised summary of the findings from the questions raised below with your organisation should you wish to have this - please let me know if you would like to receive a copy.
 

We would like to receive a copy of the anonymised summary of the findings please send to Amy.Armitage@lincolnshire.gov.uk, Head of People and Fiona.Tuck@lincolnshire.gov.uk HR Policy, Benefits & Support Services Manager

1) Do you currently utilise contractual probationary periods within your organisation?
· Yes


2) What contractual probationary periods (i.e. the length of probation) are currently in place for the following groups:
2a. Support Staff (incl. temporary contracts, if applicable)

currently 6 months + up to 3 month extension – currently consulting on 4 month + up to 1 month extension

2b. Operational Staff

Fire Staff (Grey book FF and above) 18months

2c. Fire Control Staff

18 months
 

3) At what points during the probationary period are formal review meetings held for the following groups (please indicate a time period, i.e. 1-month, 3-month etc.):
 

3a. Support Staff (incl. temporary contracts, if applicable)

Probation policy – Policy overview - Lincolnshire County Council

3b. Operational Staff

Probation policy – Policy overview - Lincolnshire County Council

3c. Fire Control Staff

Probation policy – Policy overview - Lincolnshire County Council

4) How is your probation process administered?
Hybrid Approach


5) How is probation managed within your organisation?
Line manager-led


6) Does your organisation utilise probation extensions?
Yes – refer to Q2a


7) If yes, how are extensions determined as the appropriate action?
It is Management Discretion

8) What circumstances or performance-related factors would lead your organisation to extend an employee's probation period?

Please refer to Extending the Probation Period Section of Probation policy – Managing the probation period - Lincolnshire County Council

9) If your organisation extends a probationary period, what Is the typical length of time for this?
 

In line with Probation policy – Policy overview - Lincolnshire County Council

10) Do you anticipate continued use of probation extensions from January 2027?
Yes


11) How do you measure probationer performance (metrics, standards, KPIs, behaviours, etc.) for:

11a. Support Staff (incl. temporary contracts, if applicable)

Please refer to Managing the Probation Period Section of Probation policy – Managing the probation period - Lincolnshire County Council

11b. Operational Staff

Please refer to Managing the Probation Period Section of Probation policy – Managing the probation period - Lincolnshire County Council
 

11c. Fire Control Staff

Please refer to Managing the Probation Period Section of Probation policy – Managing the probation period - Lincolnshire County Council

12) For operational staff, how are training requirements/expectations managed during the probation period? (i.e. are they're expected passes required in order for probation to be completed)?

All training requirements and expectations during the probation period are managed in accordance with Managing the Probation Period Section of Probation policy – Managing the probation period - Lincolnshire County Council

New operational staff, are subject to a development pathway. Upon successful completion of this, they are deemed competence and awarded competent firefighter pay and status. This often extends over the period of probation.

13) Considering the Employment Rights Act 2025, are you planning to make any changes to your probation processes?
Yes - This is currently under review

14) Have the upcoming changes to the qualifying period for unfair dismissal (reducing from 2-years to 6-months) affected how you will approach probation processes and management moving forwards?

Yes - somewhat

14a) If yes, how will this impact your organisation's approach?

Too early to say.

15) What steps, if any, have you already taken to prepare for this change?

Currently out for consultation to reduce Probation Period. 

16) Is your organisation actively reviewing or redesigning its probation process?
Yes

17) What has worked well with your probation processes?

During the trainees initial training, LFR have generally been able to address and manage at this stage hence since introducing a formal process of managing capability in the first 12 weeks, there have been limited requirement to manage beyond into the 18 months.

18) What challenges have you experienced with your probation processes?