The Probationary Period Review document is a crucial tool in Maltese employment practices, designed to formalize the assessment of new employees during their initial employment period. Under Maltese law, particularly the Employment and Industrial Relations Act, probationary periods typically last up to 6 months for most positions, during which employers must evaluate employee performance and suitability. This document serves as an official record of this evaluation process, incorporating performance metrics, behavioral assessments, and compliance with legal requirements. It is used to document the decision to confirm permanent employment, extend the probationary period, or terminate the employment relationship. The review must be conducted fairly and transparently, with clear documentation of the assessment criteria and outcomes to ensure compliance with Maltese employment law and protect both employer and employee interests.
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1. Employee Information: Basic details including employee name, position, department, start date, and probationary period duration
2. Review Period Details: Specific dates covered by the review and date of the review meeting
3. Performance Criteria Assessment: Evaluation of key performance indicators, job-specific skills, and competencies
4. Behavioral Competencies Evaluation: Assessment of workplace behavior, team interaction, and cultural fit
5. Attendance and Punctuality: Record of attendance, timekeeping, and any related issues during the probationary period
6. Training and Development: Summary of training received and development progress during the probation period
7. Overall Assessment: Final evaluation summary and recommendation regarding permanent employment
8. Decision and Next Steps: Clear statement of the decision (confirmation, extension, or termination) and any required actions
1. Extended Probation Justification: Required only when recommending an extension to the probationary period, detailing reasons and new timeline
2. Performance Improvement Requirements: Needed when specific improvements are required, whether proceeding to permanent employment or extending probation
3. Specific Incidents Record: Include when there have been notable incidents (positive or negative) that significantly influence the review outcome
4. Additional Support Measures: Optional section detailing extra support, training, or resources to be provided to the employee
5. Employee Self-Assessment: Can be included to incorporate the employee's own evaluation of their performance and progress
1. Performance Metrics Summary: Detailed breakdown of performance scores across all evaluated criteria
2. Training Record: Complete list of training sessions attended and certifications achieved during probation
3. Meeting Notes: Notes from previous review meetings or discussions during the probationary period
4. Job Description: Original job description against which performance was evaluated
5. Development Plan: If applicable, detailed plan for future development or improvement areas
Relevant legal definitions
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Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Hospitality
Gaming and iGaming
Transportation
Construction
Public Sector
Telecommunications
Maritime
Relevant Teams
Human Resources
Legal
Finance
Operations
Sales
Marketing
Customer Service
Information Technology
Research and Development
Administration
Quality Assurance
Production
Project Management Office
Compliance
Relevant Roles
Chief Executive Officer
Department Director
Manager
Team Leader
Supervisor
Professional Staff
Administrative Assistant
Technical Specialist
Customer Service Representative
Sales Executive
Project Manager
Analyst
Developer
Operations Officer
Entry-level Employee
Senior Executive
Consultant
Coordinator
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