Probation must be managed in keeping with the principles and practices of good Industrial Relations. Therefore, you can use the following as a guide when determining if correct procedures were used in the execution of a probationary period: You must be informed at the start of your employment that: (a) you are on probation, (b) the length of probationary time and (c) the possibilities of extension, also, (d) the expected standards you are to meet. You should be provided with a job description and standard of performance. Fair and documented appraisals should be conducted during the period of probation. Any shortcomings should be communicated to you, and you should be allowed sufficient opportunity to improve within the probationary time. There should be open lines of communication where you are allowed to give your feedback. You should be warned, if there are to be any disciplinary action and/or extension of the probationary period, due to the fact that your improvement has been considered unsatisfactory. Ideally, a letter of confirmation of employment, or a letter of extension of your probationary period, should be given at least 2 weeks before the end of probation.