Principles of the procedures

The aim of the procedures is to ensure that the new Administrator receives the personal support, guidance and assistance to allow him or her quickly to become conversant with all the facets of the role, to become increasingly effective, to meet necessary standards, and to complete the probationary period successfully.

The procedures incorporate suggested timescales for periodic probationary review and templates for preparing for and recording review discussions. It also indicates action to be taken in the unlikely event of inadequate performance. A checklist outlining the main points of the procedures is available. The procedure is intended to act as a model to be adapted to the specific needs of individual departments.

The review element incorporates a requirement for Administrator self-appraisal, in order to encourage a shared responsibility with the Head of Department for assessing performance and progress together with training and development needs. As with the University’s personal development review schemes, this procedure has no direct connection with salary, promotion, job grading or discipline for which separate procedures exist. However, it will inform decisions on confirmation in appointment; or in the unlikely event that progress during the probationary period is not satisfactory the extension of the probationary period or, exceptionally, non-confirmation of the appointment.

The process detailed in Probationary review procedures assumes that departments will use forms A and B to prepare for and record probation review discussions. Whilst the use of standard forms is recommended for the purposes of consistency and completeness, departments may choose to tailor the forms to suit their own specific requirements. It is important, however, that departments adhere to the principles of the procedure in that adequate time is set aside to prepare for the meeting and that following each review a useful agreed record is produced encompassing:

  •  a review of work performance against agreed objectives
  •  the setting of objectives for the coming probationary period
  •  identification of any professional development/training needs

Documents