1. What is the purpose of the 3rd and 5th month evaluations during the probationary period? These evaluations are designed to assess the employee’s performance and alignment with the company’s standards. They provide opportunities to address any issues at an earlier stage, ensuring employees are on track to meet expectations, and to make informed decisions about their regularization.
2. What is the role of immediate manager during the evaluation process? The immediate superior evaluates the employee’s performance, conducts a one-on-one discussion to review the scores and feedback, and submits the final evaluation back to KMC HR. This ensures alignment between the employee’s self-assessment and management’s expectations.
3. Why is it necessary to submit all evaluation forms to HR before the 180-day mark? Under the Labor Code of the Philippines, probationary employees automatically gain regular status if not formally terminated or regularized within the 180-day probationary period. Timely submission ensures compliance with labor laws to avoid legal risks.
4. What should be done if an employee is identified as underperforming? Employees with performance issues should be flagged during evaluations and immediately raised to KMC HR. HR will work with the immediate superior to establish the performance behavior, including necessary documentation, to determine the next steps, which may include coaching or termination.
5. What are the critical documents needed when terminating a probationary employee? Key documents include performance evaluations, coaching logs, incident reports (if applicable), and any other supporting evidence that demonstrates the employee’s failure to meet company standards or just causes for termination.
6. Can an employee’s probationary contract be terminated before the end of 180 days? Yes, if an employee’s performance is unsatisfactory and documented through evaluations and coaching logs, HR can process a case for pre-termination based on just causes or failure to meet performance standards.
7. How is regularization or other employment movement documented? An Employee Amendment Advice (EAA) is issued to document decisions regarding regularization or other movements, ensuring transparency and proper record-keeping.
