Six-Month Performance Review Procedure 

Who is covered by this procedure?

Any new staff member

What is covered by this procedure?

This procedure covers the process for conducting six-month reviews (at the end of the probation period) including roles and responsibilities and the review discussion.

Purpose

The purpose of the six-month review is to review an individual’s performance over the first six months of employment and to determine whether they will be confirmed in post, if a further extension of the probationary period is required or if their employment will be terminated.

The Process

The review is a two-way discussion between the staff member and their line manager and will cover:

•	The ‘learnings’ from the past six months 
•	Planning for the next six months 
•	Setting further 1-1’s
•	Discussing the future work load 
•	Identifying training requirements 
•	Confirming if the staff member has achieved the required standard enabling them to be confirmed in post.

The review will be informed by the monthly 1-1s between the staff member and the line manager.  

If the staff member is not performing well, this will normally have been identified during those 1-1s and the 6 month review meeting will confirm what action is necessary.

There is no right to a salary review at six months.  

Roles and Responsibilities

What	Who	When	
Meeting scheduled 	Line Manager	At least two weeks prior to the end of the probationary period	
Notes of this meeting should be recorded by the line manager on the Six-month Review Form, agreed, signed and dated by both parties	Line Manager	Two days after review meeting	
Copy of notes to be given to the individual and to Personnel for filing in the individual’s personal file.	Line Manager	One week after review meeting	
Line manager to notify Personnel if staff member is confirmed in post	Line Manager	Within 24 hours of the meeting	
Personnel send letter confirming position	Personnel		

If a staff member is not confirmed in post there is no right of appeal.