> ## Documentation Index
> Fetch the complete documentation index at: https://docs.ibbe.services/llms.txt
> Use this file to discover all available pages before exploring further.

# probation policy

## Purpose

All new hires join on a probationary period. This gives the company and the employee time to assess fit, performance, and alignment with company values before confirming full employment.

***

## Duration

| Level                   | Probation Period |
| :---------------------- | :--------------- |
| Fellow                  | 60 days          |
| Partner                 | 90 days          |
| Director                | 90 days          |
| Assistant Group Partner | 120 days         |
| Group Partner           | 120 days         |

***

## During Probation

* Employee has full access to all systems, tools, and responsibilities of their role
* Employee is assigned a direct onboarding buddy from People and Culture
* A 30-day check-in is conducted by the Direct Manager
* A 60-day formal review is conducted by the Director
* Employee may raise concerns or ask for support at any point through People and Culture

***

## Probation Review

At the end of the probation period, the Direct Manager submits a probation review covering:

* Work quality and output
* Attitude and conduct
* Collaboration with team
* Alignment with company values

**Three outcomes are possible:**

1. **Confirmed** — Employee passes probation, full employment begins
2. **Extended** — Probation extended by 30 days with a written improvement plan. Only one extension is permitted.
3. **Released** — Employment ends. Notice given as per offer letter terms. ECU reviews if certification applies.

***

## Note

Probation is not a disciplinary process. It is a structured evaluation of fit. If conduct violations occur during probation, the standard Disciplinary Process applies separately.

**Owner:** People and Culture — Director of Talent