Human Resources
Human Resources
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Australian National University Enterprise Agreement 2003-2006Part Two — Appointments | Section 4 — Upon Commencement18. Probation18.1 General Provisions Applying to Probation Periods Purpose of Probation Application 18.1.3 Any second or subsequent fixed term appointment will not contain a probation period where the employment is a renewal or extension of an initial fixed term appointment. General Provisions relating to confirmation of appointment 18.1.5 Confirmation of a probation period will be automatic and immediate where a staff member is promoted (in the case of an academic staff member) or reclassified to a higher ANU Officer Level (in the case of a general staff member). General Provisions relating to annulment of appointment 18.1.7 Where a probationer's behaviour constitutes serious misconduct, as defined in clause 65, the probationer's employment may be terminated at any time, without notice, and the requirements of clause 74 will not apply. 18.2 Probation periods 18.2.1 The length of the probation period will be reasonable having regard to the nature and circumstances of the appointment but will, subject to clauses 52 and 53 (which relate to student and graduate employment), not exceed the maximums specified in the following table:
18.3.1 In accordance with clause 17, where a staff member's employment is subject to a probation period, his or her (the probationer's) contract of employment will specify the period and conditions of the probation. 18.3.2 A copy of the staff member's job description and the University's Code of Conduct will be provided to the probationer upon his or her appointment. 18.3.3 Within one month of the probationer's commencement with the University, the supervisor will conduct an initial probation meeting. During this probation meeting the supervisor will confirm the specific performance standards for the probationary period. The performance standards will relate to the duties and/or level of the position as well as the expectations for conduct and suitability to the workplace. 18.3.4 During the probation period the supervisor will conduct further probation meetings with the probationer, as required. 18.3.5 During a probation meeting the supervisor will assess the probationer's performance, conduct and general suitability to the workplace and position against the performance standards. Where the probationer's performance is considered to be less than satisfactory, the supervisor and probationer will agree a reasonable plan to assist the probationer to achieve the performance standards within the remaining probationary period. 18.3.6 Following a probation meeting the supervisor will provide the probationer with a written report outlining the outcomes of the meeting. 18.3.7 Where the supervisor assesses that the probationer's performance, conduct and suitability are satisfactory, the supervisor must either:
18.3.8 If the supervisor recommends confirmation in accordance with paragraph 18.3.7(b), the delegate may:
18.4 Probation procedures where performance standards not met — other than Standard Academic Appointments 18.4.1 Where, at any stage of the probation period, the supervisor assesses that the probationer's performance, conduct and/or suitability does not meet the performance standards, the supervisor will advise the probationer:
18.4.2 If, following the review period as outlined in paragraph 18.4.1(b), the supervisor assesses that the probationer's performance, conduct or suitability remains unsatisfactory, the supervisor must, at least 10 days prior to the end of the probationary period, recommend to the delegate that either:
18.4.3 The probationer will be given an opportunity to respond to the supervisor's recommendation. 18.4.4 Following consideration of the supervisor's recommendation and any response given by the probationer, the delegate may:
18.5 Probation procedures where performance standards not met — standard academic appointments 18.5.1 Where, at any stage of the probation period, the supervisor assesses that the probationer's performance, conduct and/or suitability does not meet the performance standards, the supervisor will advise the probationer:
18.5.2 The supervisor will also:
18.5.3 The probationer will have an opportunity to respond to the supervisor's recommendation. 18.5.4 Following consideration of the supervisor's recommendation and any response given by the probationer the delegate will:
18.5.5 If the delegate decides in accordance with paragraph 18.5.4(b)(i), the probationer and the supervisor must agree a reasonable plan to assist the probationer to achieve the performance standards within the remaining probationary period, and the dates of review prior to the end of the probationary period. 18.5.6 If the delegate decides in accordance with paragraph 18.5.4(b)(ii) the matter will be referred, within 5 working days, to a Probation Committee (PC). Probation Committee
* normally a standard appointee at the same level or a higher level than the probationer. 18.5.9 Where a matter is referred to a PC, the PC must report in writing to the Delegate recommending that:
18.5.10 Where the PC recommends extension of the probation period in accordance with paragraph 18.5.9(c), the probationer will be advised, in writing, where their performance requires improvement and, where the probationer is eligible for incremental progression, that an increment will be withheld until performance is assessed as being satisfactory. 18.5.11 During the extended probation period the Supervisor will regularly review the probationer's performance and conduct against the standards set out in the advice to the probationer under sub-clause 18.5.10. 18.5.12 No later than 10 working days prior to the end of the extended probation period the probationer's supervisor will undertake a final assessment of the probationer's performance and conduct, having regard to the performance standards, and either:
18.5.13 The Delegate will determine whether the appointment will be annulled. previous | next |