About eProbation

eProbation, or electronic probation, is a system that allows managers to complete all parts of the probation reporting cycle online and lets probationers see their performance reports. eProbation is also used for assessing the performance of newly promoted staff in the first year of being appointed to the higher grade.

You can log in to the eProbation system here.

The NSSO administers eProbation. For more information, please read our user guide.

Local HR oversees the running of probation in their department or office. Their focus is to provide each new entrant and their manager with all information about probation. HR will also monitor probation to ensure all relevant managers are conducting it regularly and effectively. They will actively support both managers and probationers during this probationary period.

The eProbation system is owned by the Policy Unit of the Department of Public Expenditure and Reform (DPER), and local HR should raise any policy queries with our partners at DPER Policy. Employees and managers can contact the NSSO or their own local HR unit with queries. DPER have also made eProbation guidelines available here.

Probation is about managing new employees’ performance to integrate them into the department or office. In effect, it is an extension of the selection process. It is mandatory for all new entrants into the Civil Service and it lasts for 12 months for staff hired to a permanent position. For fixed term or temporary staff, the probation period may vary.

The process is operated in an open, clear and supportive manner, to help managers assess the employee’s suitability for permanent appointment and support their decision to retain that employee or not.

The probationary period provides the formal structure for a manager and an employee on probation (a probationer) to discuss performance, progress and objectives, as well as any actions needed to develop performance.

• There is a formal assessment after three, six and nine months during the probationary period
• There should be informal discussion and conversations on a regular basis
• At the nine-month mark, the line manager will assess the job holder’s suitability for permanent appointment
• The HR unit will make a final decision on the job holder’s suitability
• The HR unit will then contact the probationer to confirm either their suitability for appointment or termination of contract.