Do you use a probationary period for new hires? If so, what is the duration of the probationary period? Any other key guidelines/policies in place surrounding probationary period?

At our acute care hospital and clinic system, we use a 6-month introductory period for new hires. During this time, they are exempt from our formal corrective action process (typically a 4-step process) and are also encouraged to not change roles and/or units (Some exceptions happen based on business needs but have to be approved). At the end of the introductory period, leaders are expected to complete a brief 6-month performance review which marks the end of the intro period and sets the employee on the annual review cycle.

One caution to consider with probationary periods - Ensure the probation period isn't a scapegoat for leaders to be less diligent about hiring. You can fall into an undesirable culture and employer brand if quality of hire goes down because leaders think they can just terminate bad hires. A probationary period doesn't solve a root cause problem of bad hiring.

We don’t use a probationary period for new hires. Employees who are not meeting job expectations may be placed on a Performance Improvement Plan (PIP). The length of the PIP will vary depending on specific circumstances. For a new employee, the time limit may be as short as a week or two. 

We use 90-day probationary period, during this time NHs are not subject to performance improvement program as they are considered to still be in training and getting up to the standard. This is also the time for their Leaders to evaluate if they are a good fit for the job. 
There are also state-specific regulations when it comes to probationary period where if NH if fired during probationary period, they are not eligible for unemployment - although employers are not required to have the same probationary period as the state, it may be useful to keep it in mind for company image and associate satisfaction. 

Working in the public sector the approach is very similar between different organizations where: 

Managers use a probationary period to determine if an employee is suitable for continued employment (usually 1-year). 

Managers are to communicate the level of performance required for the position and actively monitor and evaluate an employee's suitability during their probation period (provide reasonable levels of supervision and instruction).  

If performance issues are identified at any point during the probation period, managers are to provide feedback and inform the employee as soon as possible (provide reasonable warnings about the consequences of their continued failure to meet the required level of job performance). 

At any time during the probation period, managers can reject an employee on probation for employment-related reasons. Managers are to seek advice from a Labour Relations Advisor if they are rejecting an employee. 

I've worked for private sector and public sector employers that had probationary periods for new hires.  The duration of the probationary periods was between 6 and 12 months.  Employers had policies that covered topics such as:  providing feedback to employees during the probationary period; end-of-probationary period performance appraisals; next steps for employees who did not successfully complete the probationary period.

New hire offer letters contained verbiage stating that employment was considered probationary until the period was completed.