Probation review: evidence, not vibes
The new starter and their manager rate the same 15 statements before the probation meeting, so the decision to confirm, extend or part ways rests on something you can point at.
- Questions
- 15
- Reviewer time
- About 5 mins
- Typical cadence
- In the final month of probation, before the review meeting
What this assessment is for
Probation decisions are often made on a general feeling formed in week two. This review captures both sides - how the person is performing and whether they were actually given a fair chance with tools, time, training and feedback.
A two-way end-of-probation review: the new starter and their manager rate the same 15 statements on performance, independence, team fit and the support actually received. Gaps and agreement both matter when you decide to confirm, extend or part ways.
Who does what
A new member of staff nearing the end of their probation.
The staff member rates themselves; their manager and close colleagues rate them.
A few weeks before the probation meeting, so the decision is based on evidence.
Reviewers: The new starter and their manager.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Performance & standards
Is doing the job to the standard the role needs.
Independence
Needs less supervision each month and asks the right questions.
Team fit
Works well with the team and lives the way things are done here.
Support received
Has been given a fair chance: tools, time, training and feedback.
Mutual outlook
Both sides want this to continue and grow.
- Their work meets the standard expected at this stage.
- Quality holds up when the work gets busy.
- Acts on feedback rather than repeating the same mistakes.
- Handles the routine parts of the role without supervision.
- Asks for help at the right time - neither too early nor too late.
- Needs noticeably less support now than at the start.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across performance and standards, independence, team fit, support received and mutual outlook
- Self versus manager agreement on every statement
- Where the support gap sits, if the problem is your induction rather than the person
- A written summary to take into the probation meeting
When to run it
- The final month of any probation period
- Deciding whether to confirm, extend or end employment
- Defensible evidence if a probation decision is later challenged
- Paired with the onboarding check-in for the full first-six-months picture
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £7.50
- Typical cost avoided
- £4,500
- Break-even
- One avoided mis-hire pays for 600 probation reviews.
Including VAT, per assessment.
Average cost of an early hire failure
- UK replacement cost for a failed early hire typically lands between £3,000 and £6,000 once advertising, agency fees, management time and lost output are counted.
- Confirming or ending probation on evidence protects you if the decision is later challenged.
- Catching role mismatch by month three stops the cost compounding for another year.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £7.50 including VAT, or use half an assessment credit if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Who completes a probation review?
The new starter and their manager. Some organisations add a close colleague for a wider view.
When should we send it?
In the final month of probation, a couple of weeks before the review meeting, so there is time to read the results.
Can we use this as evidence in an employment decision?
It gives you a structured, dated record of both perspectives. Treat it as one part of your evidence alongside your own performance records and HR process.
Other workplace assessments
Onboarding check-in
Catch a bad start before it becomes a resignation.
Training impact
Prove that the training changed something.
Training needs analysis
Find the gaps before you spend the budget.
Customer service 180
How your frontline really comes across.
Team pulse
Eighteen questions that tell you how the team is really doing.
Wellbeing check
See burnout coming before the sick note.
Inclusion & belonging
Does everyone actually get a fair shot here?
Exit insights
Leavers tell you what stayers will not.
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£7.50 including VAT, or through your organisation's credit wallet.