Introduction
What is a Probationary Period?
A probationary period is a period during which the University can assess whether an employee recently recruited to the University will satisfy the University's work requirements and where the employee can assess the suitability of the University as a place of employment.
ECU's probation process sees the integration of probation with recruitment, induction and management for performance processes to enable ongoing, proactive review and assessment of performance.
Why have a Probationary Period?
The probationary period protects the University against the retention of an employee who may have 'passed' the initial selection process but has shown in practice not to merit continuing appointment, at least in the function for which he/she was initially recruited. Hence, it is important that an employee's performance is monitored and managed correctly during the probationary period.
The probationary period also provides the employee, in conjunction with his/her line manager, the opportunity to address any issues relating to performance that may act as a barrier to the successful completion of the probationary period.
What Do I Need to Do Now?
Supervisors
1. Provide an induction for the employee (refer to Induction@ECU).
2. Print off the policy.
3. Meet with the employee and explain the employee's role, its key tasks/elements and where it sits within the organisation.
4. Explain performance standards (using the Position Description or ECU Classification Standards).
5. Provide employee with relevant documentation.
6. Review performance during the probationary period and document the discussions.
7. Ensure you exchange regular feedback with the employee.
If you are not sure who is on probation, obtain list of probationers from your HR Account Manager.If you would like to enhance your skills in setting performance standards, reviewing performance or providing feedback contact Professional Development.
Staff
1. Complete the on-line induction (refer to On-line Induction@ECU).
2. Print off the process documentation and/or the policy so you know what the process entails.
3. Talk with your supervisor about the role, expectations of the role and performance standards you will need to attain.
4. Obtain any documentation about your role (and the expectations).
5. Whilst in the job, seek regular feedback from your supervisor.
6. Participate in any review process with your supervisor.If you are not sure about what is required of you first talk to your manager, then your HR Account Manager.
Documents
Academic Staff General Staff POLICY: Academic Staff Probation Policy General Staff Policy PROCESS: General Staff Probation Process GUIDE TO PROBATION: Guidelines being updated. Pleae check with your HR Account Manager. SELF-HELP SUPERVISORS:
Supervisor's Summary Guide to Probation FORMS: Supervisor's Form Supervisor Report Form (example) PORTFOLIO: Academic Staff Performance Portfolio General Staff Performance Portfolio (example) POSITION CLASSIFICATIONS: ECU Position Classification Standards Position Descriptions PERFORMANCE STANDARDS: Academic Staff Expected Standards of Performance DIVERSE ROLES: Academic Diverse Roles