Civil Service probation is the period in which a new entrant is assessed against the standards of the role. Performance, attendance, conduct and behaviour may all be considered. This hub helps you understand the process, identify the problem you are facing and move to detailed guidance for the next step.
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What Civil Service probation is
Probation is usually a defined period at the start of employment. It gives the department time to assess whether you can perform the role, meet conduct and attendance expectations and work effectively within the Civil Service. Six months is common for new entrants, but the exact length, review points and decision process depend on your department, contract and probation policy.
Do not assume that probation is an informal arrangement with no rules. Your appointment letter and department policy should explain the standards, review arrangements, possible extensions, outcomes and appeal route. Save the version that applied when you started.
Choose the guide that matches your position
- How Civil Service probation works from appointment to final decision.
- Probation objectives, standards and expectations.
- Preparing for probation review meetings.
- Performance concerns during probation.
- Conduct and disciplinary issues during probation.
- Extending a Civil Service probation period.
- What it means to fail probation.
- Dismissal during probation.
- Appealing a probation decision.
- Sickness absence during probation.
- Disability and reasonable adjustments during probation.
- Unfair treatment or bullying during probation.
- Moving roles or departments before probation is complete.
- Resigning during Civil Service probation.
The main stages of probation
1. Start and expectations
You should be told the probation length, role standards, review arrangements and who is responsible for assessing you.
2. Regular feedback
Your manager should discuss work, attendance, conduct, learning and any concerns rather than saving everything for the final review.
3. Formal review points
Some departments use set reviews. Others rely on regular one-to-ones and a final decision meeting.
4. Support or warning
If concerns arise, the department may set clearer expectations, arrange training, increase review frequency or warn that probation is at risk.
5. Final decision
Probation may be confirmed, extended or failed. The decision should be supported by the policy and the evidence considered.
6. Appeal or next move
Where an appeal is available, deadlines may be short. You may also need to consider a grievance, adjustments, a move or resignation.
Probation can overlap with other workplace processes
A probation concern may involve poor performance, attendance, conduct, sickness, disability, bullying or a disputed management relationship. The label matters because each issue may require different evidence and a different response. Ask which policy is being used and whether the meeting can make a decision.
Do not rely on the word “informal”
Informal feedback can still become part of the evidence used at a later probation review. Correct important inaccuracies and confirm agreed actions in writing, even where no formal warning has been issued.
Unlock the complete Civil Service probation action plan below, including how to assess risk, build a probation evidence file, respond to concerns, prepare for review meetings and protect your position before an extension, failure or dismissal decision.
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