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The University should work collaboratively with its staff to ensure that they have the opportunity to realise their potential throughout probation and beyond. The academic probation period is the first step in facilitating this goal as it provides a process by which the staff member can receive regular guidance, support and feedback. The process must be one that is fair and transparent.
The foundations are laid within the first six months of employment when a set of measurable probationary objectives are outlined that unequivocally describe the expectations of the staff member, regarding their responsibilities, accountabilities and standards of performance.
The Mandatory Performance Reviews then facilitate a discussion in which the ongoing relevance of the probationary objectives and the sustainability of the workload can be assessed. The reviews create a forum in which the staff member will be offered relevant support and guidance and be provided with candid feedback regarding performance.
If the foundation is successfully set and the staff member has received ongoing feedback and guidance, the recommendation at the conclusion of the probation period should be unsurprising to the member of staff.
For an academic staff member the probationary period may be:
This toolkit aims to guide relevant stakeholders through the period of academic probation. The information is divided based on the role that you play in the process.
Flowchart (HW to attach)