SOP: Provisional Employment Period

Purpose

The purpose of this SOP is to establish clear expectations for the provisional employment period for newly hired employees at Young Innovators Academies. This period allows the organization to provide structured onboarding and training while evaluating the employee’s performance, professionalism, and alignment with organizational standards.

Scope

This SOP applies to all newly hired employees of Young Innovators Academies, including full-time, part-time, and support staff.

Policy

All new employees are hired under a 90-day provisional employment period beginning on their first day of work.

During the provisional period, employees will participate in required onboarding, training, and job-specific instruction. Employees are considered provisional and are not eligible for company benefits until the successful completion of the 90-day period.

Procedures

1. Provisional Status

   • New employees are designated as provisional for their first 90 days of employment.

   • Provisional employees are expected to meet all performance, attendance, conduct, and training requirements during this period.

2. Onboarding and Training

   • Employees will complete required onboarding activities, policy reviews, and role-specific training.

   • Ongoing coaching and feedback will be provided by the Director or designated supervisor.

3. Performance Monitoring

   • The Director will observe performance, document progress, and address any concerns throughout the provisional period.

   • Feedback may be provided formally or informally to support improvement and accountability.

4. 90-Day Performance Appraisal

   • At the conclusion of the 90-day period, the employee will participate in a formal performance appraisal with the Director.

   • The appraisal will evaluate job performance, compliance with policies and procedures, professionalism, and overall suitability for continued employment.

5. Completion of Provisional Period

   • Upon successful completion of the provisional period, the employee will receive:

     • A formal letter of appointment, and

     • Documented feedback outlining performance outcomes.

   • Eligibility for benefits will begin in accordance with company policy following successful completion.

6. Unsatisfactory Performance

   • If performance expectations are not met, the organization may:

     • Extend the provisional period,

     • Implement a corrective action plan, or

     • Terminate employment, as appropriate and in accordance with company policy.

Compliance

Failure to meet expectations during the provisional period may result in disciplinary action, up to and including termination of employment.