---
name: probation-review-prep
description: Prepares an evidence-based probation review pack from role expectations, objectives, feedback, attendance records, and documented outcomes, with balanced findings and open evidence gaps. Use before an onboarding-period review or confirmation decision.
license: Apache-2.0
metadata:
  adlass.categories: "hr-people/performance-development"
  adlass.industries: ""
  adlass.tags: "probation,review,performance,evidence,manager-prep"
  adlass.adaptation: "reference-doc"
  adlass.source: "original"
  adlass.version: "1"
---

# Probation review preparation

## Purpose

Give a manager a balanced, source-linked view of progress during probation. The pack distinguishes completed evidence, observed behavior, feedback, and matters that still need assessment.

## Scope

Review the employee’s probation objectives, role expectations, dated work evidence, feedback, and permitted attendance or training records for the review window.

**Excluded:** making the confirmation or termination decision, diagnosing health, collecting new feedback, or treating undocumented impressions as evidence.

## Data basis

- Role description and probation plan with milestones, dates, and success criteria.
- Employee goals, work samples, project records, and documented feedback.
- One-to-one notes and attendance or training completion records permitted by policy.
- Probation policy defining review window, evidence standards, and decision options.

## Result

A manager review brief, evidence matrix, and unresolved-evidence register.

## Quality criteria

- Every criterion has evidence, status, date, source citation, and an evidence-quality note.
- Positive and concerning evidence are both represented for each material criterion.
- Feedback is attributed by source and date without presenting opinion as fact.
- Missing evidence is separated from failed performance.
- The brief states which policy decision options the evidence can and cannot support.

## Instructions

Use the probation policy’s review window and criterion definitions. Prefer dated deliverables and documented observations over recollection. Distinguish `met`, `partly met`, `not met`, and `not assessed` only when the policy defines them; otherwise use descriptive status. Do not infer reasons for absence or missed work. Keep sensitive records to the minimum required for the review.

## Adapt before use

The evidence pack remains limited to records authorized by the employee-relations policy.

- Add the probation policy and role-specific success criteria.
- Map goals, feedback, work-sample, and attendance fields.
- Define permitted evidence and privacy limits.
- Specify review window, status labels, and decision options.