Set performance standards.
Communicate the performance standards to the probationer.
Evaluate the probationer's performance.
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Provide any training the probationer needs for the job. But also remember that his qualifications, if he has any, can mean that extensive training isn't reasonably expected.
Give the probationer ongoing guidance and counsel on poor performance according to joint problem solving. A plan of action can then follow.
Only consider dismissal if you've used up all the ways of getting him to improve . And don't forget to ensure these 'ways' are reasonable.
Before dismissing, give the probationer a chance to explain himself.
So, there are seven practical steps to follow before considering a probationer's dismissal.
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