Probation in INGOs: 5 Things Every New Hire Should Know

The probation period is a specific time frame where an organization temporarily engages the newcomers to test his/her performance at a certain time. In many organizations, it takes from 1 to 3 months. However, the probation timeline varies by organization, depending on its HR policy. 

What is the Probation Period For New Employees?

When joining an International Non-Governmental Organization (INGO), the probation period is a crucial phase for both the new hire and the organization. It's a mutual assessment period designed to ensure a good fit. Here are 5 key things every new hire in an INGO should know about their probation:

5 Things Every New Hire Should Know

What You Need to Know	Description	Key Action for New Hires
Purpose of Probation	The probation period (often 3-6 months, but can vary by country/INGO) is a trial phase. It allows the INGO to assess your performance, capabilities, and cultural fit within the organization and team. Simultaneously, it's your chance to evaluate if the role, work environment, and INGO's mission align with your expectations and career goals.	Approach this period as a two-way street. Be proactive in learning, adapting, and observing, while also assessing if the INGO is the right long-term fit for you.
Clear Expectations & Goals	INGOs typically set specific objectives and performance metrics for new hires during probation. These will likely be discussed during your onboarding and through regular check-ins. Understanding these from day one is critical to demonstrating success.	Actively seek clarification on your job description, key performance indicators (KPIs), and expected contributions. Document these and regularly review your progress against them.
Regular Feedback & Communication	You should expect regular feedback sessions with your line manager during probation. This allows for early identification of any issues, provides an opportunity for constructive criticism, and helps you improve. Open and transparent communication is essential.	Don't wait for formal reviews. Proactively schedule check-ins with your manager, ask for feedback, and communicate any challenges or questions you have. Be open to constructive criticism.
Performance Evaluation & Potential Outcomes	Towards the end of the probation period, a formal performance appraisal will usually take place. Based on this evaluation, the outcomes can be: confirmation of appointment (becoming a permanent employee), extension of the probation period (to allow more time for improvement), or termination of employment (if the fit is not right).	Take all feedback seriously and actively work on areas identified for improvement. If your performance is not meeting expectations, be prepared to discuss an improvement plan or the possibility of termination. Document all communication related to performance.
Rights and Benefits During Probation	While on probation, your employment rights and access to benefits might differ from permanent employees. For instance, some INGOs may not offer full benefits (like health insurance) until after the probation period, or the notice period for termination might be shorter. Labor laws in the country of operation also play a significant role.	Familiarize yourself with the specific terms of your employment contract and the INGO's HR policies regarding probation, benefits, and termination. If anything is unclear, ask HR for clarification.

 

During the probation period, an employee's work performance for assigned tasks is monitored by the employer. If the employee meets the expectations of employer’s expectations in the probation period, the employee's job becomes regularized as per the organization's HR policy.

In this article, we’ll discuss some important points regarding the employee’s probation period and its pros and cons in detail. However, the probation period topic is broad, and you need to dive deep to fully understand it. So without further delay, let’s get started.

 

During The Probation, Either Party Can Terminate the Job Contract Without Assigning Any Reason.

The probationary period allows the organization to terminate the employee who is not doing well at his/her job or is otherwise deemed not suitable for a particular position.

For employees, the probationary period is to see if they enjoy working with the organization and whether the employee is a suitable match for their skills and abilities. 

The probationary period for the lower-level staff shall be one month to check the work progress results, and the supervisor may extend the period for an additional 1 month to reassess the employee's performance.

If the employee's performance is still unsatisfactory, the organization has the sole authority to discontinue the employment contract of employment without any reason.

The supervisor shall check the staff's performance during the period on completion of the probationary period and shall be confirmed in his/ her job on the formal review by the immediate supervisor, endorsed by the head of the company. 

LEVEL OF JOBS AND PROBATIONARY PERIOD:

S. No	Job Level	Probation Period
1	HIGHER MANAGEMENT	No probationary period is applicable (in case of a minimum of 10 years of relevant work experience in a similar or higher position)
2	MIDDLE-LEVEL MANAGEMENT	5 Months probationary period applicable (with less than 10 years of relevant work experience)
3	PROFESSIONAL	3 Months probationary period applicable (with less than 5 years of relevant work experience)
4	SUPPORT STAFF	1 Month probationary period applicable (with less than 3 years of relevant work experience)

 

In the case of an organization that contracts employees for regular employment, the probationary period will be two (2) months.

Upon expiry of the probationary period, confirmations will be based on recommendations received from the line manager.

On expiry, based on unsatisfactory performance, the probationary period may be extended for another three months, at the Organization's sole discretion. 

The probationary period may further be extended beyond six months as the confirmation of the employment cannot be done due to ongoing investigations / disciplinary processes, at the organization's sole discretion.

Termination During Probation:

There are 2 types of termination stages. One is that usually given a straightforward statement or call on why the associate the employee is being terminated due to his/her low efficiency during the probationary period. 

 

Sample of Successful Probation Completion Letter

<Date>

Private and confidential

<Insert employee’s full name>

<Date of confirmation letter>

<Insert employee’s residential address>

 

Dear <insert employee name>

Successful Completion of Probation Period

Your probation period with <insert organization name and the section name of nature> is due to end on <insert probation period ending date.

I am pleased to confirm your ongoing employment effective <immediately/from <insert date that is either on or before the first day after the probation period is due to end>>.

The terms and conditions of employment set out in your original <contract/letter of engagement> dated <insert date> will continue to apply to your ongoing position.

Thank you for your contribution to <insert business name>.

Yours sincerely,  

<Insert name>

<Insert position>

 

What Are Probation Period Completion Benefits?

Indeed, it's a big question for a new employee who has just successfully completed his/her probation period. Employee benefits vary in all organizations, but some common financial and coverage benefits are covered here.

Financial Benefits:

Immediately, an employee is eligible to get a monthly salary increase, and with some basic deductions as well to make the employee secure, i.e., Gratuity, Provident Fund, Advance, and loan provisions, etc.

Coverage:

Soon after the completion of the probation period, an employee is eligible to enjoy the following coverage benefits from the employer.

Life and Health Insurance

Medical Insurance for the employee and their whole family dependents

 

Frequently Asked Questions: 

What is the Meaning of Employee Probation?

Probation refers to an initial testing employment period at the start of a full-time or part-time newly inducted employee's association that is generally set out in their appointment letter. The Act refers to a Minimum Employment Period determined by the amount of time the employee has worked in the business and the size of the business. 

What is a Probation Period for Employees?

Probation periods are often implemented at the start of the employment relationship. They allow an employer and employee to check that employees are suitable for the role they've been hired to do. 

Can an Employee be fired without reason during a probation period?

Being on probation doesn't give you any specific legal rights. You can be dismissed with 1 week’s notice while you're on probation, or longer if your contract says you're entitled to more notice. Check your contract to see what it says about your probation period and when you can be dismissed. 

How Can Employees Pass the Probation Period?

Be resilient

Get the basics of self-care right

Get your work-life balance right

Use stress management techniques

Maintain a positive state of mind

 

What Is Probationary Period  In INGOs?

There is no law determining the length of a probationary period. However, there is an expectation that the employer will be reasonable. It is typical for a probationary period to last no longer than six months, and three months when an employee is moving to a new post internally. 

What is a 3-month probation period?

A 3-month probationary period employment contract is a way for your employer to monitor your performance, to assess your capabilities, and appropriateness for the job. Once the probationary period is over, you might be eligible for other opportunities, such as a promotion, raise, or other position. 

Can an Employee leave a job without notice during the probation period?

If you want to leave your job, you'll normally need to give your employer some warning. This is called your notice period. If you've been in your job for less than a month, you don't have to give notice unless the contract or terms and conditions require you to.