(1) This policy sets down the framework and principles for managing probationary service where employment is governed by the University's Enterprise Agreement.
(2) This policy outlines responsibilities of the University and its employees in relation to probationary employment.
(3) This policy applies to all employees covered by the University's Enterprise Agreement.
(4) The purpose of a period of employment on probation is to determine the suitability of the employee to the position in terms of their performance of the duties and ability to carry out the full range of responsibilities. Satisfactory completion of a period of probation validates the appointment decision and provides evidence of the employee's aptitude and capacity to perform the duties of the job.
(5) The University may require an employee who is offered an appointment with the University to serve a probation period. The term and conditions of the probation must be reasonable and in determining the length of the probation period, or whether to waive the requirement to serve a period of probation, the University will consider the:
(6) Probation details are determined in advance of the employee commencing employment. Any likelihood of an extension of the probationary period must also be made clear in advance to the employee.
(7) Probation periods may be extended for up to six months for professional staff and up to 12 months for academic staff in exceptional circumstances.
(8) Where an employee's appointment includes a probationary period, any continuation of the contract of employment beyond the initial probationary term is to be decided during or prior to the end of the probationary period.
(9) Supervisors are responsible for:
(10) Employees are responsible for:
(11) Where an appointment includes a probationary period, the letter of offer must include the:
(12) If problems arise during a period of probation, the employee must be given an opportunity to respond to any allegations of poor performance.
(13) Where it is found that the employee is not meeting the terms of the probation, the employee is to be:
(14) Up to six months with possible extension of up to an additional six months.
(15) Up to three years with possible extension of up to an additional 12 months.
(16) During the probation period the employee will be regularly provided with feedback on their performance. They will be offered relevant available professional learning opportunities, and will be provided with regular supervision to confirm progress or identify difficulties and develop strategies for their resolution. Where concerns are raised during this period the employee will be given an opportunity to address the performance issues.
(17) In line with procedures, documented reviews are to be carried out at regular intervals.
(18) Reviews are conducted by the employee's supervisor. However, for academic employees, final reviews are conducted by:
(19) At the final probation review the employee will be advised of the outcome and given an opportunity to respond.
(20) A final probationary review may be conducted at any time during the probationary period.
(21) Where the Vice Chancellor receives a recommendation not to confirm an employee's appointment, the employee will be invited to comment on any procedural matters associated with the recommendation before the Vice Chancellor makes a decision concerning termination of employment.
(22) In the event that a recommendation to terminate employment is made, HR Services will advise the employee of the Vice Chancellor's decision in writing.
(23) Where an employee's appointment is to be terminated, they are entitled to the following notice periods:
|Period of continuous service||Period of notice|
|Less than one year:||one week|
|One year and up to the completion of three years:||two weeks|
|Three years and up to the completion of five years:||three weeks|
|Five years and over:||four weeks|