Probation

           

Today in this article we will discuss the very popular term "Probation". Many of the newly recruited and promoted employees are very familiar with this word.
            Actually, Probation means testing. Employees are tested during the first one or two years of service to check that are they fit for the post or not. The probation of every employee appointed or promoted to a post is determined by rule 7 of  "General and Common Condition Service Rules 1994".

              Let's study the following things regarding probation:-

Main aspects of Probation Who is a Probationer? Emoluments during probation do the period of probation countable for increments? Extension in Probation period practical example of Probation

                  Every newly recruited employee should know about the said things because the period of probation is very crucial and an employee should perform his or her duty very carefully. let's read those ones.

Main aspects of Probation

1. The probation of each employee appointed directly or promoted to a post of Group A, B, and C is determined by rule 7 of General and Common Condition Rules,1994.
2. If a person is recruited by direct appointment then he shall remain on probation for a period of two years and one year if appointed otherwise. For example in the case of promotion.
3. Any kind of leave not exceeding six months during or at the end of probation shall be counted towards the period of probation.
4. On completion of the probation period, the appointing authority may confirm such person from the date of appointment or from the date he completes his probation period satisfactorily and declare that he has completed his probation satisfactory.
5. If in the opinion of appointing authority the work and conduct of an employee have not been satisfactory or if he has failed to pass the departmental examination then dispense him with his service, if appointed by direct appointment and if appointed otherwise revert him to his former post; or extend his period of probation.

            Provided that total period of probation including extension, if any, shall not exceed three years.

Who is a Probationer?

            As per rule 2.49 of the Punjab Civil Service Rules volume 1 part 1, Probationer means a Government employee employed on probation in or against a substantive vacancy in the cadre of a department.

Emoluments during probation

                Emoluments mean grade pay, special pay, annual increment, or any other allowance. All the Government employees except a member of the service of the Punjab Civil Service (Judicial Branch), specialist doctors, and the employees covered under clause (a) of rule 4.4, shall be entitled to receive the fixed monthly emoluments, during the period of his probation.

          The expression “fixed monthly emoluments” means the amount drawn monthly by a Government employee equal to the minimum of the pay band of the service or post to which he is appointed.

Does the period of probation countable for increments?

                          As per rule 4.1 of CSR volume 1 part 1, when the services of a Government employee, who was receiving fixed monthly emoluments during the period of probation are confirmed, the period spent on probation by him, shall not be treated to be the time spent on the time scale applicable to his post.

                      This means that period of probation who receives fixed monthly emoluments does not count for increments and ACP.

Extension in Probation Period

             The probation period of an employee may be extended due to the following reasons:-

• If the work or conduct has not been satisfactory
• If he or she failed to pass the departmental examination.
• When an employee has taken without pay leave without a medical certificate.
• Any kind of leave is beyond six months.

              According to personnel department letter no.1/04/2018-1PP1/63 dated 20-06-2018, only the leave which is countable for qualifying service is also countable for the period of probation. 
            Extra-ordinary leave(without pay leave) taken otherwise than on medical certificate is not countable for qualifying service therefore it is also not countable for the period of probation.

A practical example of Probation

                  Suppose Mrs. A has joined on 15-12-2015 forenoon and her period of probation is of two years. Now in the normal course, she will complete her probation on 14-12-2017. But she has taken the following leaves during the period of probation:-

1. Without pay leave without a medical certificate from 1-3-16 to 31-03-2016. 
2. Maternity leave from 01-05-2016 to 31-10-2016.
3. Half pay leave from 01-11-2016 to 30-11-2016.

              Now the question is when her probation will be completed. Her probation will be completed on 14-02-2018 due to the reasons as described below:-

• Without pay leave without a medical certificate of one month because it is not counted for the purpose of qualifying service
• The total period of both the leaves that is maternity and half pay is more than six months. So Total period of leave- six months=7-6 i.e 1 month.

               Therefore the total period of probation will be extended by two months and thus she will complete the probation on 14-02-2018.
                   In the end, we hope this article will help you a lot. Kindly post your comments if you like it and to help others share it with maximum people. Also, follow this website for the latest and useful updates. In case of any query or problem, you can ask in the comment box.
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