Page 9 - Microsoft Word - REVIEWED ABBA GLOBAL HANDBOOK FOR STAFF

3.4 PROBATION PERIOD AND CONFIRMATION
New employees shall undergo a mandatory probationary period of Six months for admin
staff and twelve months for teaching staff, at the end of which his/her suitability for the
position will be confirmed. A staff is expected to apply for the confirmation at the end of
probation period.

Any significant absence will automatically extend the probationary period by the duration
of the absence.
The probationary period is intended to give new employees the opportunity to
demonstrate their ability to achieve a satisfactory level of performance, and for the
organization to determine whether they can continue in employment.

It is to be noted that during this period, the employment can be terminated by either side
by giving 2 weeks’ notice or 2 weeks’ pay in lieu of notice. The probationary period may be
extended for a maximum period of another 3 months if an employee’s performance is not
satisfactory.

However, any employee not confirmed after one year of service may be relieved of
his/her appointment.
It is to be noted that a probationary period of six months also applies to confirmed
employee who are on promoted position or who transferred to a higher position within the
organization.
An employee who has successfully completed his probationary period would only be
confirmed upon receipt of a satisfactory medical report from a government owned hospital,
a satisfactory reference check feedback from employees’ last place of work, and a
satisfactory performance appraisal report from the HOD/line manager, duly signed by the
Head teacher or Principal for reclassification to a confirmed employee.
It is to be noted that there is no salary increase attached to confirmation of appointment
unless specified under employee’s employment terms.

3.5 HIRING OF RELATIVES
The school will not consider applications from relatives of members of staff.

3.6 EMPLOYMENT APPLICATIONS
Springsville International School relies upon the accuracy of information contained in the
employment application, as well as the accuracy of other data presented throughout the
hiring process and employment. Any misrepresentations, falsifications, or material
omissions in any of this information or data may result in the exclusion of the individual
from further consideration for employment or, in the event that the person has been hired,
termination of employment.