Working Resume skill
Prepare for a probation review
Prepare evidence, reflection, questions, and next commitments for an early employment review.
Compare agreed expectations with verifiable work and learning. Keep contract status and formal employment decisions with authorized people.
Procedure
- Gather the offer, role description, onboarding plan, goals, feedback, work artifacts, and current review process.
- List each expectation with evidence, current status, examples, and unresolved ambiguity.
- Build an achievement log that separates personal contribution from team outcomes.
- Include mistakes, delayed work, support received, and changes made after feedback.
- Identify access, training, workload, role, or process conditions affecting performance.
- Draft a concise self-review: outcomes, evidence, learning, gaps, and next-period goals.
- Prepare questions about expectations, decision criteria, feedback, support, and written follow-up.
- Rehearse calm responses to positive, mixed, or unexpected feedback without making unsupported concessions.
- After the meeting, record agreed status, actions, owners, dates, and any process for correcting the record.
Failure plan
- Never invent metrics, hide material misses, or claim team work as individual work.
- Do not secretly record a meeting where law or policy does not permit it.
- If the process, decision, discrimination, retaliation, safety, or legal rights are disputed, preserve evidence and seek appropriate current advice.
- Treat informal encouragement as feedback, not a guaranteed employment outcome.
--- name: prepare-for-a-probation-review category: resume description: Prepare evidence, reflection, questions, and next commitments for an early employment review. Use when approaching a probation, trial-period, internship, or onboarding assessment. --- # prepare-for-a-probation-review Compare agreed expectations with verifiable work and learning. Keep contract status and formal employment decisions with authorized people. ## Procedure 1. Gather the offer, role description, onboarding plan, goals, feedback, work artifacts, and current review process. 2. List each expectation with evidence, current status, examples, and unresolved ambiguity. 3. Build an achievement log that separates personal contribution from team outcomes. 4. Include mistakes, delayed work, support received, and changes made after feedback. 5. Identify access, training, workload, role, or process conditions affecting performance. 6. Draft a concise self-review: outcomes, evidence, learning, gaps, and next-period goals. 7. Prepare questions about expectations, decision criteria, feedback, support, and written follow-up. 8. Rehearse calm responses to positive, mixed, or unexpected feedback without making unsupported concessions. 9. After the meeting, record agreed status, actions, owners, dates, and any process for correcting the record. ## Failure plan - Never invent metrics, hide material misses, or claim team work as individual work. - Do not secretly record a meeting where law or policy does not permit it. - If the process, decision, discrimination, retaliation, safety, or legal rights are disputed, preserve evidence and seek appropriate current advice. - Treat informal encouragement as feedback, not a guaranteed employment outcome. ## Done - Every material self-assessment statement is checked against evidence - Questions, gaps, and measurable next commitments are written - The meeting outcome and follow-up responsibilities are recorded accurately