Learning Map & Probation Review

Support your New Hire's Success

Bringing a new team member on board is an important responsibility.

As their manager, your preparation and engagement from Day 1 will significantly influence their success and integration into the team. An effective onboarding experience lays the foundation for a productive working relationship, builds trust, and sets clear expectations early on. Failing to do so, will be a very poor reflection on the Management Team.

This page provides you with all the tools and documents you need to onboard your new employee and manage their probationary period effectively.

Step 1: Download Essential Documents

Please download and review the following PDF document, which includes various sections relating to the below:

  • Employee Learning Map
  • Probation Review Document

Action ITEM: Make sure to complete them thoughtfully and tailor them to the individual. You are required to issue this document, with a completed learning map to your employee on DAY 1.

Download Here

If you need guidance on which training items to add to the learning map to tailor it to an individual’s specific role and responsibilities, refer to this cheat sheet for ideas.

Download Here

These documents are the foundation of your new employee’s onboarding experience.

Action ITEM: Make sure to complete them thoughtfully and tailor them to the individual.

Step 2: How to COMPLETE the Learning Map

The Learning Map contains core training items applicable to all employees, but it is your responsibility to customise it for the specific role and individual.

Your Key Responsibilities:

  • Refer to the “Learning Map” section on page 5 to complete the learning map requirements.
  • Please complete the Job specification training section.
  • Add role-specific learning goals and development areas tailored to the employee’s needs.
  • Assess training gaps and determine what’s required in the first three months for the employee to become successful.
  • Send the completed map to HR.
  • Share it with your new hire on Day 1 – NB!!! Sharing this document on their first day sets a clear, structured tone and provides the employee with confidence in their development journey.

Step 3: Managing Probation Reviews

The Probation Review section includes three employee probationary evaluations, each representing a monthly review milestone during the probationary period. 

What You Need to Know:

  • HR will schedule all three probation reviews on your and the employee’s behalf.
  • YOU ARE RESPONSIBLE FOR:
    • Setting expectations and communicating the process to your employee.
    • Completing your section of the review FIRST before asking the employee to do theirs. The 1st month probation expects the Employer to set the expectation/goals and objectives to which the EMPLOYEE then needs to comment on. They cannot comment if you don’t complete your section first.
    • Ensuring both you and your employee submit responses to HR before the scheduled meeting.
    • Providing ongoing feedback and documentation to support their growth during this period.

Reminder: Add a calendar notification to remind both you and your new employee to complete the review before each scheduled session.

Step 4: Manager Guidance & Tips Managing the Probationary Period

Download the guide below for practical advice on:

  • Holding effective probation review meetings.
  • Providing constructive feedback.
  • Identifying performance concerns early.
  • Making informed decisions about continued employment.

Please at minimum read the “Do’s and Don’ts for Managers During Probation” – Section 7.

[Download: Managing the Probationary Period – Manager Guide]

Download Here

Step 5: Tips for a Smooth Onboarding Experience

  • Be Present on Day 1: First impressions matter. Make time to welcome your new hire personally.
  • Follow Up Regularly: Schedule quick check-ins during the first few weeks.
  • Keep It Human: Support isn’t just task-based—connect with your employee to build trust.
  • Use the Tools: The Learning Map and Probation Review document are not just forms—they’re planning tools that help your new hire thrive.

Need Clarification?

If you have any questions, please contact Michelle Hanekom: michelle.hanekom@epsidon.co.za