Requirements
3.12.1 A probation period must be in place for all appointments to employed roles that fall within the scope of this code.
13.12.2 During this period, regular meetings must be scheduled and prioritised between the responsible person and the employee, and safeguarding (process, understanding and behaviours) must form a core part of these meetings.
13.12.3 Any safeguarding concerns must be thoroughly discussed and documented and appropriate next steps taken, including discussion with the appropriate member of the safeguarding team relevant to the body (e.g. PSO/CSO/DSO) where necessary.
13.12.4 Contracts and/or employee handbooks must detail the grounds on which the probation period can be extended or terminated, which must include failure to complete Safeguarding training, and failure to comply with safeguarding guidance/code of practice.
13.12.5 The probation period must include an element of direct observation of the individual by an appropriate member of the relevant team, in order to provide reassurance that they are demonstrating safe behaviour, maintaining appropriate boundaries, can spot causes of concern and know when to report and who to.
13.12.6 Basic and Foundation (where the latter is required) safeguarding training must be completed during the probation period.
Guidance
13.12.1-13.12.6 Probation Period
Why?
The probation period is a key part of the recruitment and selection process. It provides an opportunity to ensure that new employees are fully integrated into their role and their team whilst being provided with the support and guidance they need to develop and thrive within the working environment.
The probation period begins on the first day of employment and should be used to provide a structured introduction for new employees to the church body’s culture and policies, as well as the main duties and responsibilities of their post. It also allows the opportunity for both the individual and the line manager to objectively assess and ensure the employee’s suitability for the role.
How?
The probation period should be long enough for the responsible person to provide the necessary support and guidance to enable employees to reach the required standard by the end of that period, as well as make a proper assessment of the individual’s conduct and ability, including their attitude and approach to safeguarding.
It is common practice for employees to have a probation period of between three to six months. The responsible person must ensure that from the new employee’s first day, sufficient time is allocated for a full induction to the team, structures and overview of duties. Where appropriate, relevant objectives may be set as part of this process and, if so, a written record of these and accompanying discussions should be kept.
During this period, there should be regular review meetings between the responsible person and the employee. Whatever format these meetings take, they should allow the responsible person time to assess the individual, supporting them if this is a new area as well as noticing any warning signs should they arise. Warning signs to be mindful of include:
- unwillingness to attend safeguarding training or lack of engagement – noting there are many reasons why this may be the case.
- not understanding appropriate boundaries, e.g. individuals allowing children to sit on their knee.
- demonstrating potentially unsafe behaviour, e.g. individuals allowing themselves to be on their own with a child.
- Failing to recognise or act upon a safeguarding matter.
The emphasis during this period should primarily be on supporting the employee, and sufficient time should be allowed for developmental reflections. Should there be any safeguarding concerns, these should be discussed fully and openly and the resolution recorded on the individual’s file.
Church bodies should ensure that they have a probation policy that provides a process for dealing with those who are unsuccessful in their probationary period. The policy should make clear the grounds on which the probation period can be extended or terminated, which will include failure to successfully complete safeguarding training, or failure to comply with any safeguarding guidance or code of practice.
The probation review should be scheduled in advance to ensure it occurs before the last day of the probation period. If the review does not happen before the end of the probationary period, the employee may be deemed to have successfully passed his/her probationary period by default. A successfully completed probation period should be confirmed in writing.