Colleague Handbook
Colleague Handbook
Barnardo’s requires all externally appointed colleagues (permanent and fixed term) to successfully complete a probationary period of 26 weeks. New colleagues must have completed all their mandatory learning before they are confirmed in post. In certain situations the probationary period can be extended but normally the total probationary period should not exceed 39 weeks
The promotion or appointment to internal vacancies of existing colleague will be subject to the successful completion of a 26-week transition period. The review procedure will follow the same format as the Probationary Period, but unresolved concerns about a colleague’s suitability for the new role would be dealt with under the appropriate alternative procedure (such as Performance Improvement). Please refer to the Probationary and Transition Periods Policy and Procedure on Inside Barnardo’s for full details.
At Barnardo's, we are committed to creating a place where everyone can grow, thrive and belong and the approach we take to Performance and Growth supports this. ​
​As you start your Barnardo's journey, we want to ensure you have everything you need to be set up for success, to grow within your role, develop your career, and get recognition for what you do – all while aligning your work to our charity’s core purpose and your departments strategic goals.​ Our new approach to Performance and Growth, is an essential part of our Strategy for 2024-2027 and we want colleagues to be enabled and feel empowered to deliver their role and contribute to our purpose and Strategy.
During your Barnardo's career, you may have one, two or multiple different roles – they could be within the same team, or it may be a move into a totally different function – whatever your own journey, we want to ensure you have everything you need to navigate it and be building on success. ​
Equally at Barnardo's, we are committed to supporting all colleagues to be on track with their performance and ensuring everyone has what they need to do their best work.​ Staying on track is much easier if we are having regular conversations about how we are getting on, as well as acting as soon as something isn't quite right. We know that the earlier action is taken, the quicker and easier it is to get back on track. ​ To support getting back on track, it is important that colleague and line manager are both clear on what needs to change or improve and for this we have a supportive formal process.
The goal of the Resolution Policy and Procedure is to provide a framework to help colleagues resolve issues, concerns and conduct matters at the earliest opportunity, wherever possible and appropriate. Resolution is about finding a solution and this policy aims to resolve workplace issues and concerns before there's a need to escalate to a more formal process. It is essential to resolution that we are all accountable for maintaining and continuously improving working relationships. However, it's important to say that cases involving unacceptable behaviour such as a breach of safeguarding, or discrimination, will continue to be treated seriously and this includes the use of formal processes where needed. The full Resolution Policy and Procedure and other related guidance is available on Inside. Barnardo’s