From login to full management, everything remains the same as in the usual stages of activity discussion (e.g., goal setting, interim or annual review).

When you log in to your account, you will see all the teams you manage, the composition of the teams, and the stages your employees are at.

In the case of a probation period, you will see "(year) Probation period" and the status your new team member is currently in.

The status types are: Not started; In progress; Submitted; Approved.

When an employee submits a form, you will see the status "Submitted."

When an employee sets their probation period goals and fills in other information (the parts of the form that will be included in the probation period form are determined by the person administering the account), you can schedule a meeting with the employee on probation and confirm the goals they have set.

Click on the probation period form completed by the employee. You can edit the form before the meeting and save the changes, and then approve the form after discussing it with the employee. The process is similar to other stages of the evaluation.

Once you have confirmed all parts of the form with the employee, save and approve the form.

You will then see that the form has been approved next to the team list.

You can initiate a new probation period version at any time: this means you can create as many similar versions as you want, which you can then edit, and they will all be visible during the trial period. For example, if the period lasts 90 days, but you want to discuss how the employee is doing after 30 days, then open the probation period form and select "Initiate progress review" at the bottom:

When you initiate a new version (additional probation period evaluation), you will see the first version and all others that you initiate. The employee will receive an email asking them to fill out the form.

In this version (continuous evaluation), it will be possible to enter interim results, correct desired answers—in other words, record changes and results.

After completing the evaluation (if necessary), save and confirm the form together with the employee during the conversation.

You can initiate versions (evaluations) as many times as necessary.

As the end of the probation period approaches, you can initiate another version, after which you will decide whether the employee has successfully/unsuccessfully completed the probation period. It is important to note that this does not necessarily have to be done after 90 days or any other deadline – you can terminate the probation period form at any time if the employee or organization decides that the probation period has not been successful.

To end the probation period, click "End probation period" in the approved and final version.

If the probation period was successful, you can move the employee to the goal-setting stage in which your other team members participate/participated so that the employee who has passed the probation period can set their annual goals.

If the employee did not pass the probation period, select that the probation period was unsuccessful and confirm.