18.1.  Probation is the initial period of employment when the suitability of a new staff member (other than a casual) is determined. It provides an opportunity for the supervisor to determine whether a probationary staff member meets the standards required for confirmation of appointment.  The staff member’s employment offer will specify the period of the probation.

18.2.  Probation entails setting and clarifying work performance objectives for staff. During a probation period the University will offer appropriate support, development opportunities and feedback to assist the probationary staff member to achieve confirmation of employment.

Probation periods

18.3.  The length of the probation period will be reasonable, having regard to the nature and circumstances of the offer of employment.

18.4.  A new probation period will apply for an appointment to a new and substantially different position.

18.5.  Probation periods will not exceed the following:

Probation procedures

18.6.  The University will ensure that probation procedures are complied with in developing performance objectives, including requiring meetings between supervisors and probationary staff members.

18.7.  Performance objectives and performance indicators determined as appropriate for the staff member to achieve throughout their probation period will be recorded via the Performance and Development Review.

18.8.  The supervisor will ensure that regular meetings are scheduled with a probationary staff member, that appropriate documentation is provided, and that there is the opportunity for feedback. 

Confirmation of employment

18.9.  Confirmation of employment may be approved at any time during the probationary period.  Where the supervisor assesses that the probationary staff member’s performance, conduct and suitability are satisfactory the supervisor will recommend to the delegate that the probationary period is completed.

18.10.  Employment will be deemed confirmed, and the probation period concluded, where a probationary staff member is promoted (academic staff) or reclassified to a higher level in the current position (professional staff) during the probationary period.

Performance or conduct concerns

18.11.  Where the supervisor is concerned about the performance or conduct of a probationary staff member the supervisor will meet with the probationary staff member as soon as is reasonably practicable to discuss, record and make available these concerns.

18.12.  Where the supervisor’s concerns are serious in nature, the supervisor may forgo clause 18.13 and commence discussions in accordance with clause 18.14.

18.13.  Where the supervisor’s concerns are less serious in nature, the supervisor will advise the staff member:

1. that the performance standards have not been met and outline the deficiencies;
2. the expectations for improving in accordance with the performance standards;
3. that the staff member’s performance, conduct and suitability will be closely monitored during the period of review, and outline the timeframe in which to address the concerns; and
4. that if the performance standards are not met the probationary staff member's employment may be terminated (annulled).

18.14.  Following the completion of the review period as outlined in clause 18.13 (c), if there is little or no improvement in the conduct or performance of the probationary staff member; or where there are serious concerns in accordance with clause 18.12, the supervisor will work with the probationary staff member on an improvement plan and timeline to assist them to achieve the performance standards within the remaining probationary period. In setting the performance standards, consideration will be given to:

1. the relevant Minimum Standards for Academic Levels (in Schedule 4) or Professional Staff Classification Descriptors (in Schedule 5); and
2. the expectations of a new employee to the University.

18.15.  Following the completion of the improvement plan as outlined in clause 18.13, the supervisor should assess whether the probationary staff member’s performance, conduct or suitability remains unsatisfactory based on a reasonable assessment of:

1. the staff member’s performance against the performance standards; and
2. any extenuating circumstances that may have impacted on the staff member’s performance.

18.16.  Where the probationary staff member's performance remains unsatisfactory following the review period (clause 18.13), the supervisor must, at least 15 working days prior to the end of the probationary period, recommend to the delegate that either the employment be annulled or the probation period be extended up to the maximum period allowed under clause 18.5. In either of these circumstances, the probationary staff member will be given a reasonable opportunity to seek further advice and respond to the supervisor's recommendation.

18.17.  Following consideration of the supervisor's recommendation and any response given by the probationary staff member, the delegate (or College Dean / Divisional Director where the supervisor is the delegate) may recommend to the Director – Human Resources that the probationary staff member’s employment be annulled.

18.18.  With consideration given to the delegate’s recommendation, the Director – Human Resources will then decide to either:

1. take no further action;
2. confirm the appointment;
3. refer the matter back to the supervisor to ensure that all the steps outlined in clause 18.11 – 18.16 have been complied with in substance and in a manner appropriate to the circumstances;
4. extend the probationary period up to the maximum period allowed (clause 18.5), in which case the Director – Human Resources will provide the probationary staff member with a statement outlining the duration of the extended probation period and details of where the staff member’s performance requires improvement;  or
5. annul the probationary staff member’s employment.

Annulment of employment

18.19.  Except in a case of serious misconduct, the University will provide a probationary staff member with notice of annulment of employment in accordance with the notice periods provision (clause 53) during the probationary period. Notwithstanding clause 53, the probationary staff member’s employment will cease no later than the expiry of their probation period. The balance of any required notice period, as at the expiry of the probation period, will be provided as payment in lieu of notice.

18.20.  Where a probationary staff member considers that the decision to annul their employment is unreasonable the staff member may seek a review under clause 73 – Review of decision. The probationary staff member’s employment will not terminate prior to the review committee reporting its findings. The staff member will be suspended without pay pending the outcome of any review committee consideration, should their employment be reinstated, the University will pay the staff member an amount for the remuneration lost as a result of the suspension.