As a general rule, every professional activity begins with a probationary period during which the employment contract may be terminated with short notice by both parties. In Switzerland, the trial period usually ranges from 1 to 3 months with a notice of 7 days. The aim of the probationary period is two-fold:
Please note that the introduction plan will depend on the level of responsibility:
The probationary time will begin with the handing out of two check-lists:
At the end of the trial period, an interview between the new employee and his/her immediate superior may take place, the goals of which can be manifold: discussing the progress of the integration process, settling any misunderstanding, setting up goals, etc. Here is an interview questionnaire (sample appraisal form) that may ease this process.
The progressive integration of the new employee into the organization consists of a multy-step process:
1) The introduction day, with the handing out of the two check-lists: one for the employee and the other for the HR Department (see above).
2) A sponsor who will be supervising the operational and daily aspects of the new recruit’s integration process (e.g. by providing information on the organization’s customs, offering support, advice, etc.) is designated. The sponsoring generally lasts c.a. 3 months, but can be extended to a 6-month period in some cases.
3) The new employee's first mandate represents a fundamental step, as it will allow assessing the quality of the selection process. It is important to point out that this mandate will have to be designed in a very precise manner; a goals contract will have to be set up, so that the new employee may know what is expected of him/her.
4) A further interview that is conducted by the employee’s immediate superior often takes place at the end of the first week. It will allow discussing the progress of the employee's integration process and is structured along 2 main axes:
Other types of interviews may be considered, for example with an HR Officer or with the sponsor.
5) The conclusion interview is the final step of the integration process. It aims to assess: