APS Probation: How to Pass Your First Six Months

Probation is real

Most APS appointments include a probation period — typically six months — and probation is real. Termination during probation is administratively simpler than after, and while it's not common, it happens enough that it should be on your radar.

Probation isn't designed to catch you out; it's designed to confirm the panel's decision was right. Which means probation success looks exactly like meeting your performance agreement, demonstrating the capabilities you described in your application, and integrating into the team without drama.

The three risks

• Overselling at interview. If your panel examples implied EL1-level capability and the work expects EL2-level autonomy, you'll struggle. Be honest about your level when applying.
• Personality clash with your manager. Often not surfaced in referee checks. The 3-month informal review is your early warning system.
• Treating probation as a formality. Performance signals that get raised at 3 months are recoverable. Issues first raised at 6 months often aren't.

The structural milestones

• Week 1-4: Performance agreement formally documented. Push for this proactively rather than waiting.
• Month 3: Informal review. Issues raised here are recoverable; issues first raised at 6 months often aren't.
• Month 6: Formal probation sign-off. Either confirmed ongoing, extended, or (rarely) terminated.

What you keep if probation doesn't work out

You retain merit pool eligibility from your original application even if probation is unsuccessful. The next agency may ask about it, but it's not automatically disqualifying — particularly if the issue was a manager fit rather than performance.

How GovPrep helps

GovPrep's library of capability examples doesn't end on the day you're hired — many candidates use their stored STAR responses as the basis for their first performance agreement and 3-month review.