The most expensive sentence in probation is: let us see how it goes. Decide on the date you set.
Probation drifts for kind reasons. The team is busy, the new starter is nice, the review slips a month, then three, and suddenly probation has passed by default with concerns never written down. If it later goes wrong, the practice has a longer serving employee and no record.
The form makes the review a fixed, short, structured event: what was expected, what was observed, what the new starter says, and a decision with a date on it. Fair to them, protective for you.
None of these need more management time. They need structure.
A review can only measure against what was set at the start. The form opens with the objectives agreed in week one, which quietly forces that conversation to happen when it should.
If a concern was never written in a review, it effectively did not happen. The form gives observations a home while they are still small and fixable, which is also simply fairer to the new starter.
Passing probation by accident is a decision too, just an unmade one. The form's final section allows exactly three outcomes: confirm, extend with a plan and a new date, or end with notice. Nothing else.
One form, used at each review point during probation.
Free by email, usually the same day. If probation is already wobbling with someone, ask us before the end date, not after it.
Every system carries your practice's name and branding, not ours. These are the ones that matter most here.
Three to six months is the common range, with six giving clinical roles enough rota cycles to be seen properly. What matters more than length is that the contract allows extension and that reviews happen on schedule.
For a six month probation, a light check at one month, a mid point review and a final review works well. Short and regular beats one long meeting at the end, because problems get named while there is still time to fix them.
Only sensibly if the contract provides for it, the extension is decided before the original end date, and the person gets the reasons and a plan in writing with a new date. The form's decision section walks through exactly that.
Then probation has done its job, hard as that is. Ending employment in probation still needs the contractual notice and a fair, documented reason. Take advice before the conversation, not after it.
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