emma138
Newbie
Posts: 21
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« on: October 10, 2006, 03:39:35 pm » |
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Hi Gee
I think you've had some really good advice so far so I don't have much to add. One thing I have wondered is whether or not you agreed probation targets with your line managers when you started your role. These should be written down with agreed measures that will allow you and your bosses to objectively assess your performance and whether or not you have passed your probation when the time comes. For example, communication as a target is far to all-encompassing and should be allocated specific performance measures, e.g. report budget position on 15th of each month, produce weekly report of staff attendance, report instances of aggression directed at other members of staff (!!) Don't be afraid to sit your bosses down and agree specific performance targets.
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