Download 3+ latest probationary employee evaluation samples for free

The probationary employee evaluation form is a necessary document to help administrators objectively evaluate the suitability of new employees for the business. In the article below, 1C Vietnam has compiled 3 latest and most accurate probationary employee evaluation forms for 2024. Refer now!

1. 3 probationary employee evaluation forms according to regulations

After completing the probationary period, the administrator needs to provide evaluation forms to conduct comments and give final results. Below are 3 popular probationary employee evaluation forms that your business can apply:

Model number 01

Download probationary employee evaluation form No. 1 HERE .

Model number 02:

Download probationary employee evaluation comment form No. 02: HERE .

Model number 03:

Download probationary employee evaluation form No. 03: HERE .

2. Why is it necessary to evaluate probationary employees?

Probation is a time for employees to get used to the new environment and demonstrate their abilities. Through the process of monitoring and conducting comments, administrators will evaluate the dignity, sense of responsibility and work quality of new employees. Thanks to that, administrators will make a decision whether they are suitable to become an official member of the business or not.

3. Criteria for evaluating probationary employees

Employee evaluation is an important process that helps businesses identify candidates who are suitable for the job and company culture. Some important criteria for evaluating probationary employees that administrators can refer to are as follows:

3.1 Attitude

Most employers pay great attention to the working attitude of their employees. If an employee has a bad attitude, no matter how high their professional capacity is, it will affect the decision to sign an official labor contract. On the contrary, some employees who do not have much experience but have a good working attitude always have the opportunity to be selected by the business and receive further training on professional skills later.

3.2 Skills

Administrators will evaluate the skills of probationary employees based on each position. Normally, candidates will be highly appreciated if they have two skills: teamwork and time control skills, ensuring the required work is completed on schedule.

3.3 Knowledge

Finally, employees need to master the basic knowledge related to the job they are undertaking. If there is a lack of knowledge, employees will easily make mistakes and have difficulties while performing their work. At the same time, acquiring and improving knowledge also helps employees score points in the eyes of management and have more opportunities to become official employees in the business.

4. Note the probationary period and salary

During the probationary period, the probationary period and salary will be agreed upon based on the agreement between the business and the candidate. Accordingly, probationary period and salary are the two factors that receive the most attention.

4.1 Regarding probationary period

Depending on the type and complexity of the job, the probationary period for each business will be different:

• The probationary period does not exceed 60 days (job requires college degree or higher).
• The probationary period does not exceed 30 days (jobs require intermediate vocational qualifications, intermediate professional qualifications, service staff and technical workers).
• The probationary period must not exceed 6 days for other jobs.

4.2 Regarding probationary salary

Normally, the probationary salary during the probationary period will be decided based on the agreement between the candidate and the employer. According to the law, the probationary salary cannot be lower than 85% of the official basic salary that the business is paying.

5. Detailed probationary employee evaluation process

The process of evaluating probationary employees will depend on the nature of the work and the size of each business. Below are the basic steps that almost every evaluation process applies:

5.1 Step 1: Evaluation at the end of the probationary period

This is an important step in the process of evaluating probationary employees. The human resources department will coordinate with the direct manager to provide feedback on whether to sign an official labor contract for probationary employees or not.

The evaluation process will be based on pre-determined criteria, including attitude, skills and knowledge. Thereby, managers also need to pay attention to the following points to make accurate and objective assessments.

• Clearly define assessment criteria before conducting the assessment.
• The evaluation process should be based on the probationary employee's actual work.
• Directly notify evaluation results to probationary employees.

5.2 Step 2: Submit the evaluation form to the human resources department

After the final evaluation step, the probationary employee evaluation form will be sent to the human resources department to synthesize data, ensuring uniformity and fairness in evaluation. To check and synthesize effective assessments, the human resources department should note:

• Accurately appraise the evaluation of the probationary employee's direct manager, ensuring the evaluation is objective and honest.
• Conduct an assessment of the employee's capacity based on the initial assessment criteria.

5.3 Step 3: Evaluation from management

Through the assessment of the human resources department, the management board will consider and give the final result whether to sign an official labor contract with the probationary employee or not. Below are some notes to help management make the most accurate decisions:

• The management board needs to carefully review the evaluation results of the human resources department, thereby gaining an overview of the probationary employee's capabilities.
• In many cases, the board of directors can consult experts to make the most accurate assessment.

5.4 Step 4: Notify results to probationary employees

After the final results of the probationary employee evaluation process are available, the administrator will notify the results to the employees. If the employee does not meet the job requirements, a formal labor contract will not be signed.

In addition, administrators also need to pay attention to the following issues so that the process of announcing results can be professional and effective:

• Announce results directly to probationary employees, helping them better understand their assessment results, creating a good impression whether they pass the probationary process or not.
• If the candidate does not meet the requirements, the administrator can create more opportunities for the candidate to improve work efficiency.

5.5 Step 5: Sign the working contract

Finally, employees and administrators will sign a labor contract if both parties agree with the proposed regulations and work content. The work contract will provide details about rights, obligations and responsibilities to ensure both parties have a clear understanding of the terms of work.

In the article above, 1C Vietnam has provided a probationary employee evaluation process and compiled effective and detailed probationary employee evaluation forms . Hopefully with the above useful knowledge, administrators will make accurate assessments of probationary employees' capabilities as well as make appropriate recruitment decisions.