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Congratulations! You and your employee have hit the six-month mark in your employment. The first six months of employment are crucial to an employee’s retention with an organization. Take time to breathe deep, recognize the accomplishment, reflect on the successes and contributions of the employee, and get ready for the time ahead!

After the first six months, initial excitement about being part of a new organization may wane. Managers/supervisors need to continue to develop staff to ensure they are connected and committed, that their opinions matters, and their contributions are being appreciated and recognized.

End of Probation Evaluation

In addition in providing regular coaching and feedback, managers/supervisors should conduct a Probationary Evaluation at the six-month mark/end of probationary period. This is an opportunity for the manager/supervisor and the new employee to take time to assess what he/she has done well in the first six months, and what could have been done differently. The Probationary Evaluation also identifies opportunities to contribute the employee’s future success.

Regular evaluations should continue for all employees on an annual basis. Annual evaluations allow for collaborative discussions between an employee and his/her supervisor /manager to provide coaching and feedback; reflect on previous performance; set future performance and development goals; establish clear expectations; and, acknowledge contributions and address areas for growth.

As part of the evaluation process, the manager/supervisor may wish to encourage your employees to complete an Employee Self Review. The Employee Self Review provides an opportunity for the employee to consider their:

  • Success on achieving Performance and Development Goals
  • Ability to meet expectations and how you can continue to be fully productive, or possibly increase your effectiveness or job satisfaction
  • Work responsibilities which you are most excited about, and/or where you want to develop and how you might do that, including what support and/or resources you might need to do so.
  • Suggestions for operations, as well as efficiencies and effectiveness in operations and within the organization

Set Performance and Development Goals 

After completing the Probationary Evaluation, managers/supervisors should establish specific, measurable, achievable, realistic and timely (SMART) Performance and Development goals for the next review period. Where the goals for  the first six months of employment may have focused on learning and new skills, the goals for the next review period may focus on the putting the new skills and information to work. For more information onPerformance Planning, visit the CPMS Resource Site.

Check in on the Onboarding Experience – Six Months

Once an employee has been with the organization for six months, he/she should have a good idea of the organization as well as his/her role and responsibilities. They County will be sending the New Employee Onboarding Survey for a second time after an employee has been employed for six months.

The six-month marks also serves as an opportunity for managers/supervisors to learn more about how the new employee feels he/she is doing, understanding the employee’s onboarding experience, including what went well and what could be improved.