Probation and Ninety Day Review

This is the review that runs during probation, at fixed intervals, owned by the line manager. It is not the onboarding record, not the training record, and not the disciplinary route. Using it for work that belongs elsewhere leaves both records thin.

ISO 45001 cl.7.2 is the anchor, but the review touches consultation duties too. These are the mappings that hold when an auditor asks how a new worker was judged competent.

Probation sits across two regimes: the safety duty to establish competence before someone works unsupervised, and the employment duty to decide fairly on continued employment. The first travels across borders almost unchanged.

Most of the form is Yes or No against a plain question. Four judgements decide whether the finished record can be relied on later.

These come out of a probation file read cold, by an auditor tracing competence or a solicitor tracing a dismissal.

A packing line took on six agency-to-permanent conversions in a quarter. Five settled. The sixth was quiet, slower than the others, and nobody raised it because the shift was covering the gap. The thirty and sixty day reviews were not held. At ninety days the manager sat down, marked Quality Of Work Acceptable as No and Pace Acceptable For The Stage as No, and recommended Not confirmed.

The conversation that finally happened surfaced the cause in under ten minutes. The worker's line-specific training had been booked twice and cancelled twice, the assigned buddy had moved to nights in week two, and nobody had told them who to ask. At thirty days that is a rebooked course and a new buddy. At ninety it is a failed placement, a re-recruitment, and a decision that would have been hard to defend if challenged.

The review is fifteen minutes of conversation wrapped in three months of scheduling, chasing and cross-referencing. That wrapper is what actually fails.

KnowOps

Raises the thirty, sixty and ninety day reviews from the start date, routes each to the line manager, and escalates when Held On Time is about to become No rather than after it already has.

KnowTrain

Reconciles Training Delivered As Planned against the actual training record and the competency matrix, so a Yes on the review cannot outrun the evidence sitting in TRN-020.

KnowComply

Holds the probation file as one evidence chain from pre-arrival through outcome, and flags the combinations, unsupervised without sign-off, promises undelivered, that an auditor or a solicitor will find first.

Ella

Watches the whole cohort rather than one worker: which managers hold reviews late, which onboarding promises fail repeatedly, and which starters answered Isolated. Every write waits for your approval.

Probation period

The initial period of employment during which suitability for the role is assessed and either confirmed, extended or ended. Its length and terms come from the contract, not from this template.

Review point

One of the scheduled moments at which the review is held: thirty days, sixty days, ninety days, or end of probation. Recorded on the record so the three sit in sequence rather than as duplicates.

Competence

In ISO 45001 terms, the ability to apply knowledge and skills to achieve intended results, established from education, training or experience and evidenced in retained records.

Buddy arrangement

A named experienced worker assigned to a new starter as the first point of contact for routine questions. Distinct from supervision, which carries accountability for the work.

Adjustment

A change to work, equipment or hours agreed to accommodate a worker's health condition or disability. Recorded here as in place or not, and held in full on the worker's health record.