This form structures the end-of-probation evaluation for a new hire. The manager completes it before the probation review meeting, shares it with {{HR contact}}, and uses it to run the conversation. The goal is a decision grounded in evidence gathered across the whole probation period — not a box-ticking exercise in the final week.

Employee details

• Employee: {{Employee name}}
• Role: {{Role title}}
• Manager: {{Manager name}}
• Start date: {{Start date}}
• Probation period: {{Probation length}}, ending {{Probation end date}}

Rating scale

Rate each criterion from 1 to 4: 1 — does not meet expectations; 2 — partially meets expectations; 3 — meets expectations; 4 — exceeds expectations. Every rating of 1, 2, or 4 must cite at least one specific example; a 3 should still name the strongest evidence.

Criteria ratings

Overall assessment

{{Two or three sentences summarizing the period: main achievements, main gaps, and the trajectory — improving, flat, or declining.}}

Outcome recommendation

Select one outcome and justify it against the evidence above.

• Confirm — probation passed; employment continues on standard terms.
• Extend — extend probation by {{Extension length}} to close specific, named gaps. List each gap, the support offered, and the date of the follow-up review.
• Do not confirm — end the employment under the terms of the employment agreement. Coordinate with {{HR contact}} before communicating anything to the employee.

Recommendation: {{Confirm / Extend / Do not confirm}}

Rationale: {{Rationale, referencing the evidence above}}

Next steps

• Book the probation review meeting before {{Probation end date}} — the decision should never arrive by surprise or after the deadline.
• Deliver the outcome in the meeting first, then confirm it in writing through {{HR system name}}.
• If confirming, agree goals for the first regular review period.
• If extending or not confirming, involve {{HR contact}} before the meeting takes place.