Management of performance and conduct
Appropriate induction should always be given to new employees and, as part of this, a timescale for probation reviews set in place.
An overview is available in Documents which outlines the probation process.
Reviewing probationary employees
The progress of a probationary employee should normally be reviewed no later than halfway through the probationary period. Where, following review, probationary progress has been satisfactory it is good practice to notify the employee of this in writing.
There should be a formal review before the end of the probationary period. The employee should be notified in writing to confirm the appointment on satisfactory completion of the probationary period.
Concerns about work or conduct
If concerns about work or conduct arise in the probationary period these should be brought to the attention of the employee as soon as possible and dealt with by reference to the University procedures for dealing with work or conduct issues in respect of (i) all academic-related staff on probation, or (ii) all university support staff on probation (as appropriate). These procedures are also set out for staff in the Staff Handbooks. Advice on dealing with probationary issues should always be sought from Personnel Services at an early stage.
Normally, where concerns arise, the first stage will be to convene an informal counselling meeting. If informal counselling does not resolve the problem or if the problem is sufficiently serious to warrant formal action then advice should be sought from Personnel Services and the formal stage of the probationary procedure may be used.
Extension of probationary period
The extension of a probationary period is exceptional and is a formal process, requiring a formal interview convened in accordance with the probationary procedure prior to the expiry of the probationary period. The employee should be informed in writing of the extension of the probationary period.
Where the postholder has not been able to attend work for the full length of the stated probationary period (e.g. through sickness absence), the University may decide to extend the probationary period to allow for this, in which case the probationer, having been unable to attend an interview, will be informed of the extension of his or her probationary period in writing before the date on which his or her probation would otherwise have been due to expire.