Hi All,
We are starting to use the Bradford factor in one area of the business that seems to have started experiencing absence issues with newer employees. Whilst we are addressing every aspect of managing this situation, eg inductions etc, I wonder how people manage the probation period. Do you pro rata down the figures for the Bradford factor or work a different system entirely?
Thanks
Clare
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Replies
Hi Clare,
In a previous organisation where I worked their BF trigger for investigation was 100 in a 12 month rolling period. For anyone's first year of employment it was staggered, so, 25 up to 3 months, 50 for 3-6 months and 75 for 9 months service. However, similar to Sarah's comment, other factors may well come into play if termination was being considered. Remember you can always look to extend a probation period if necessary.
Karen
Hi Clare
It might be worth you checking out this post that was added recently on a similar subject
https://community.dpgplc.co.uk/human-resources/implementing-bradfor...
Perhaps connect with the Andrew and swap notes?
All the best
Mike
Hi Clare
Thanks for the post.
Personally and I know this depends on the nature of the business I would not be inclined to use BF for a prob period termination. I would simply look at performance overall during this period and if absence was an issue (assuming it was not disability or pregnancy related) then I would simply use a high level of absence as part of the evidence for the reason why I was not confirming the probationary period.
Not sure how others would approach this though.
I hope this helps
Sarah