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Questions and Answers
What happens to an employee at the conclusion of the extended probationary period?
What happens to an employee at the conclusion of the extended probationary period?
- The employee is confirmed. (correct)
- The employee is placed on a new probationary period.
- The employee is scheduled for a counseling meeting.
- The employee is terminated.
What is the next step if an employee is not confirmed?
What is the next step if an employee is not confirmed?
- Prepare a Confirmation Letter.
- Schedule a counseling meeting with the employee.
- Extend the probationary period.
- Issue a Termination of Appointment Letter/Notice. (correct)
What is the purpose of the Recruitment Report?
What is the purpose of the Recruitment Report?
- To identify gaps in the recruitment process.
- To evaluate the quality of new recruits.
- To develop an action plan for improvement.
- All of the above. (correct)
What is the frequency of evaluating the recruitment process?
What is the frequency of evaluating the recruitment process?
Who reviews the Recruitment Report?
Who reviews the Recruitment Report?
What tool is used to prepare the Recruitment Report?
What tool is used to prepare the Recruitment Report?
What is the outcome if an employee is still ineligible for confirmation of appointment after the extended probationary period?
What is the outcome if an employee is still ineligible for confirmation of appointment after the extended probationary period?
What is the purpose of the confirmation of appointment process?
What is the purpose of the confirmation of appointment process?
Who is responsible for updating the action field in the system to 'Extension of Probation'?
Who is responsible for updating the action field in the system to 'Extension of Probation'?
What is the role of the Unit Head in the employee's development?
What is the role of the Unit Head in the employee's development?
Who completes the relevant sections of the Confirmation Form at the conclusion of the extended probationary period?
Who completes the relevant sections of the Confirmation Form at the conclusion of the extended probationary period?
What happens when an employee is eligible for confirmation of appointment?
What happens when an employee is eligible for confirmation of appointment?
What is a potential consequence of an unsatisfactory response from referees?
What is a potential consequence of an unsatisfactory response from referees?
Who is responsible for signing off on reference request letters?
Who is responsible for signing off on reference request letters?
What happens if the reference or credential is deemed unsatisfactory?
What happens if the reference or credential is deemed unsatisfactory?
What is the purpose of documenting action steps?
What is the purpose of documenting action steps?
Who is responsible for obtaining approved action steps and implementing them?
Who is responsible for obtaining approved action steps and implementing them?
What is the first step in the Verify and Confirm Employee Credential and References process?
What is the first step in the Verify and Confirm Employee Credential and References process?
At the end of the extended probationary period, the employee is automatically confirmed for appointment.
At the end of the extended probationary period, the employee is automatically confirmed for appointment.
The Unit Head is responsible for scheduling a counselling meeting with the employee if they are still ineligible for confirmation of appointment.
The Unit Head is responsible for scheduling a counselling meeting with the employee if they are still ineligible for confirmation of appointment.
If an employee is eligible for confirmation of appointment, a Termination of Appointment Letter/Notice is issued to the employee.
If an employee is eligible for confirmation of appointment, a Termination of Appointment Letter/Notice is issued to the employee.
The Direct Supervisor is responsible for monitoring the implementation of development goals and plans for the employee.
The Direct Supervisor is responsible for monitoring the implementation of development goals and plans for the employee.
N-3 is responsible for updating the action field in the system to 'Extension of Probation'.
N-3 is responsible for updating the action field in the system to 'Extension of Probation'.
The employee is required to present a Resignation Letter if they are still ineligible for confirmation of appointment.
The employee is required to present a Resignation Letter if they are still ineligible for confirmation of appointment.
If an employee is still ineligible for confirmation after the extended probationary period, they will be issued a Termination of Appointment Letter.
If an employee is still ineligible for confirmation after the extended probationary period, they will be issued a Termination of Appointment Letter.
The Recruitment Report is prepared on a monthly basis.
The Recruitment Report is prepared on a monthly basis.
The purpose of the Recruitment Report is to identify variances and develop recommended action steps to correct them.
The purpose of the Recruitment Report is to identify variances and develop recommended action steps to correct them.
N-2 is responsible for preparing the Recruitment Report.
N-2 is responsible for preparing the Recruitment Report.
The Confirmation Form is completed by N-4.
The Confirmation Form is completed by N-4.
The purpose of the Confirmation Form is to evaluate the employee's performance during the probationary period.
The purpose of the Confirmation Form is to evaluate the employee's performance during the probationary period.
An unsatisfactory response from referees may result in immediate termination of the employee.
An unsatisfactory response from referees may result in immediate termination of the employee.
The action steps required to resolve issues are determined by N-3.
The action steps required to resolve issues are determined by N-3.
The employee's credentials are validated before the reference request letters are sent out.
The employee's credentials are validated before the reference request letters are sent out.
N-2 is responsible for reviewing and signing off on reference request letters.
N-2 is responsible for reviewing and signing off on reference request letters.
An employee's probation period may be extended if their reference or credential is deemed unsatisfactory.
An employee's probation period may be extended if their reference or credential is deemed unsatisfactory.
The Verify and Confirm Employee Credential and References process is initiated by N-4.
The Verify and Confirm Employee Credential and References process is initiated by N-4.
Match the following consequences with the corresponding actions:
Match the following consequences with the corresponding actions:
Match the following roles with the corresponding responsibilities:
Match the following roles with the corresponding responsibilities:
Match the following stages with the corresponding actions in the Verify and Confirm Employee Credential and References process:
Match the following stages with the corresponding actions in the Verify and Confirm Employee Credential and References process:
Match the following documents with the corresponding purposes:
Match the following documents with the corresponding purposes:
Match the following outcomes with the corresponding consequences:
Match the following outcomes with the corresponding consequences:
Study Notes
Recruitment Procedures
- Recruitment Report is prepared quarterly to evaluate the recruitment process based on agreed parameters, including total expenditure, cycle time, quality of recruits, and adherence to the recruitment plan.
- The report identifies variances/deviations from the recruitment plan and KPIs, and develops recommended action steps to correct variances and improve the recruitment process.
Manage Employee Confirmation Process
- At the conclusion of the extended probationary period, the confirmation of appointment process is repeated to determine employee’s eligibility for confirmation.
- If the employee is eligible for confirmation, the Confirmation Form is completed and forwarded to N-3.
- If the employee is still ineligible, a counseling meeting is scheduled, and the employee is advised to present a Resignation Letter or issue a Termination of Appointment Letter/Notice.
Verify and Confirm Employee Credentials and References
- Details of referees listed and institutions attended are obtained from employee records.
- Reference Request Letters are prepared and forwarded to N-3, and dispatched to referees and institutions.
- Endorsed references and validated credentials are reviewed, and action steps are determined to resolve any issues.
Action Steps
- Action steps may include requesting clarification from referees/institutions, extending the probation period, or termination.
- Action steps are discussed with N-3, and approved action steps are implemented accordingly.
Probationary Period
- At the end of the extended probationary period, the confirmation of appointment process is repeated to determine employee’s eligibility for confirmation.
- If the employee is eligible, the system is updated to reflect that the employee has been confirmed.
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Description
This quiz covers the process of confirming an employee's appointment after a probationary period, including reviews, goal-setting, and performance evaluations.
