What process may be conducted after a transfer to evaluate an employee's performance?

The correct choice, probationary evaluation, is closely tied to the process of assessing an employee's performance after a transfer. When an employee is transferred to a new position or location, they may go through a probationary period during which their performance and adaptability to the new role are closely monitored. This evaluation serves as an important checkpoint to ensure that the employee meets the expectations of their new position.

During this probationary evaluation, the employee's performance is assessed based on specific criteria relevant to the new role, helping both the employee and management determine if the fit is suitable moving forward. This structured assessment is particularly important as it allows for guidance and support if the employee encounters challenges in their new position.

Other processes, like an annual performance review, are typically not specific to the immediate aftermath of a transfer, as they usually encompass a broader timeframe and performance for the entire year. An exit interview is relevant when an employee leaves the organization and does not apply in this context. Peer assessments can provide valuable feedback but are not standardized evaluations conducted by management during a probationary period after a transfer.