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CONTENTS
1. Purpose of the Probationary Period
2. Waiving of the Probationary Period
3. Mid-Point Review
4. Problems with Performance
5. Conclusion of the Probationary Period
6. Non-Confirmation of Employment
1. Purpose of the Probationary Period
All new General Staff employees are required to serve
a probationary period. The probationary period allows
the Department and the employee the opportunity to assess
each others suitability.
It is the responsibility of the Supervisor to continually
review the services of staff on probation. An employee
must be consulted if there are any problems with performance.
Index
2. Waiving the Probationary Period
If the employee has already passed a probationary period
for a fixed term appointment, the Department Head
may request the probationary period to be waived. All
requests must be made the Manager, Personnel Services.
The Department Head should be aware that if the probationary
period is waived and there are subsequent problems with
employee performance, the only course of action is to
proceed with disciplinary action.
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3. Mid-Point Review
A mid point review is to be undertaken between the
employee and the supervisor.
The meeting enables the employee to receive feedback
on their performance and allows the supervisor to raise
any problem areas or complement the performance of the
new staff member.
All new General Staff employees, whether permanent
or fixed term are to participate in a meeting with
their supervisor prior to the conclusion of the probationary
period, even if there are no evident problems with employee
performance. The meeting enables the supervisor to provide
the new employee with feedback on their performance.
For staff at Level 1/2 and Level 3/4 probation can be confirmed at the mid-point review provided performance is satisfactory.
Personnel Services shall forward a reminder concerning
the mid-point review. There is no standard form, and
the outcome of the review does not have to be forwarded
to Personnel Services. If the supervisor and employee
agree to forward a written record of the mid-point review
to Personnel Services, then this shall be placed on
the personal file. Index
4. Problems with Performance
If there are problems with the employee's performance
the problem areas must be clarified with the employee
prior to the conclusion of the probationary period.
This should ideally occur as early as possible but at
least at the time of the mid-point review or at any other time during the probationary
period.
Written advice is to be given to staff in these circumstances
outlining the unsatisfactory nature of service, a copy
of which will be attached to the appointee's personal
file. Staff are to be given the chance to reply to adverse
reports; written replies will be added to the file.
Where work deficiencies become evident every reasonable opportunity
should be given to employee to improve performance to
an acceptable standard. The employee shall be given
a reasonable period of time to improve their performance
problems.
If the employee's performance does not improve as requested,
the Department shall consult Personnel as to the next
course of action. This course of action may include
an interview with the employee and the Department Head
or Supervisor and the Personnel Services Branch.
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5. Conclusion of the Probationary Period
The Head of Department or Supervisor shall meet with
the employee prior to the end of the probationary period.
This applies to all employees including those who have
already participated in a mid-point review.
A probationary period request form shall be forwarded
to the Head of Department one to two months before the
cessation of the probationary period. The supervisor
and the employee shall sign the probationary report
and return to Personnel Services. If the Head of Department
has recommended confirmation of appointment then the
employee shall receive a letter from the Personnel Services
Branch confirming appointment.
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6. Non-Confirmation of Employment
If the employee's performance remains unsatisfactory
at the conclusion of the probationary period,
the employee's appointment will not be confirmed, and
the employee's service with the University shall cease.
Index
Revised: 25/11/05
WebPage last updated:November 2005
Direct comments and questions to: Personnel & Financial
Services
University of Wollongong NSW 2522, AUSTRALIA
Phone: +61-2-4221 3555
© Copyright-June 1998
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