In this fedsmith.com article, Robbie Kuenther discusses use of the probationary period to affirm the decision to hire since “…the selection process is fallible. The best resume and interview do not always predict the best person available for that position. Once we observe their interpersonal skills, willingness to accept direction (or work without direction), ability to manage job stress, etc. our impressions of that individual may change for the worse. That’s why management is given up to one year to finalize their initial decision to hire. Every day a probationer comes to work (or doesn’t), the decision to hire can be reaffirmed or reversed.”

http://www.fedsmith.com/article/1546/using-probationary-period-effectively.html

In your HR or supervisory career, have you seen probationary periods used effectively? Have you watched potentially good employees terminated or an agency saddled with a problem employee because of a supervisor’s inaction? Share your experiences with us here.