The Haryana Civil Services (General) Rules, 2016 lay down clear provisions regarding the probation period, extension, discharge, and confirmation of newly appointed employees. These are contained in Rules 11 to 13 of the General Rules. The purpose of the probation system is to assess the performance, integrity, and suitability of an employee for permanent government service before confirmation.
This article provides a detailed explanation of these rules in simple language, with official references, examples, and FAQs.
1️⃣ What is Probation?
Probation is the initial period of service during which a newly appointed employee’s conduct, capability, and performance are tested before they are confirmed to a permanent post. It is an essential step to ensure that only suitable employees are retained in government service.
2️⃣ Rule 11 – Period of Probation
According to Rule 11 of the Haryana Civil Services (General) Rules, 2016:
- Every person appointed to a post in government service shall be placed on **probation for 2 years**, if the post is permanent.
- For temporary posts, the probation period is **1 year** unless specified otherwise in the appointment letter.
- If the employee has already worked in an equivalent post or service, the government may reduce or waive the probation period.
- Probation starts from the date the employee joins duty, not from the date of appointment letter issue.
Special Cases:
- If a probationer is transferred during the probation period, the service rendered before transfer is counted toward total probation.
- Any period of unauthorized leave or suspension does not count towards probation completion.
3️⃣ Rule 12 – Extension of Probation
Rule 12 empowers the competent authority to extend the probation period if an employee’s performance is not satisfactory or the period of probation is interrupted by leave or suspension.
Key Provisions:
- The probation period may be extended by up to **one additional year**.
- The total probation period (including extension) shall not normally exceed **three years**.
- Extension must be communicated in writing before the expiry of the initial probation period.
- During the extended period, the employee continues to be treated as a probationer.
When Extension is Required:
- Employee’s performance or conduct is not fully satisfactory.
- Departmental examination or training not completed.
- Reports on integrity or behavior are pending verification.
Example:
If an employee appointed on 1 January 2024 does not complete mandatory training by January 2026, probation can be extended till January 2027.
4️⃣ Rule 13 – Confirmation after Successful Probation
After completing the prescribed probation period satisfactorily, the employee is eligible for confirmation in the post.
Conditions for Confirmation:
- Completion of probation period with satisfactory performance reports.
- Verification of character, antecedents, and integrity.
- Successful completion of departmental training or examination (if prescribed).
- No disciplinary proceedings pending or contemplated.
Procedure for Confirmation:
- The Head of Office prepares the probationer’s performance report.
- The report is reviewed and forwarded to the appointing authority.
- Upon satisfaction, the authority issues a confirmation order in writing.
Note:
- If no confirmation order is issued even after the probation period ends, the employee continues as a probationer until an explicit order of confirmation or discharge is made.
- Confirmation is not automatic — it must be formally sanctioned.
5️⃣ Discharge or Termination During Probation
If an employee is found unsuitable for the post during probation, they may be discharged without notice.
Rules for Discharge:
- No formal departmental inquiry is necessary during probation.
- The appointing authority can terminate service by issuing a simple order stating unsatisfactory performance.
- The employee cannot claim a right to hold the post until confirmed.
Example: A probationer with repeated misconduct, absenteeism, or failure to complete training may be discharged at any time during probation.
6️⃣ Counting of Probation Period for Other Benefits
- Probation period counts as qualifying service for pension, increments, and leave if the employee is confirmed later.
- If the employee resigns or is discharged before confirmation, the probation period does not count for pensionary benefits.
- Any period of leave without pay or suspension during probation is excluded from total service calculation.
7️⃣ Departmental Examinations & Training
- Many departments (like Revenue, Education, Police, and Health) require successful completion of departmental training or exams during probation.
- Probation cannot be declared complete until the employee passes the required tests.
- Failure to qualify may result in probation extension or discharge.
8️⃣ Key Responsibilities of the Probationer
| Area | Expectations |
|---|---|
| Work Performance | Efficiency, punctuality, and adherence to instructions |
| Discipline | Obedience to superiors and good behavior with colleagues |
| Integrity | Honesty in all official duties; no corruption or misconduct |
| Learning | Acquiring knowledge of rules, procedures, and departmental functions |
✅ Summary Table – Probation Rules at a Glance
| Rule | Subject | Key Provisions |
|---|---|---|
| Rule 11 | Period of Probation | 2 years (permanent post), 1 year (temporary post) |
| Rule 12 | Extension of Probation | Up to 1 additional year; max 3 years in total |
| Rule 13 | Confirmation | After successful completion; not automatic; requires written order |
| Discharge | During probation | Possible without notice or inquiry if performance unsatisfactory |
FAQs on Probation Rules – Haryana Government
1. What is the probation period for Haryana government employees?
Two years for permanent posts and one year for temporary posts, unless otherwise specified.
2. Can the probation period be extended?
Yes, it can be extended by up to one year (maximum 3 years total) if performance is not satisfactory or training is pending.
3. Is confirmation automatic after completion of probation?
No, confirmation requires a written order by the competent authority after review of performance and conduct.
4. Can a probationer be terminated without notice?
Yes, during probation the appointing authority can discharge an employee without notice or inquiry if found unsuitable.
5. Does probation period count for pension and leave benefits?
Yes, if the employee is later confirmed in service, the probation period counts toward qualifying service.
Conclusion
The Probation Rules in Haryana Government ensure that only capable, disciplined, and honest employees are confirmed in service. Every probationer must demonstrate consistent performance and good conduct to secure confirmation. Awareness of these rules helps employees avoid mistakes and strengthens transparency in government service management.
Official Source: Finance Department, Government of Haryana