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The Varied Australian National University Enterprise Agreement 2005-2008

Part Two - Employment

15.   Probation

15.1  The purpose of probation is to provide a period at the commencement of employment in which a probationary staff member’s suitability to the position, to the University and to the particular workplace can be assessed.  During a probation period, the University will offer appropriate support, development opportunities and feedback to assist the probationer to achieve confirmation of employment.

15.2  A staff member, other than a casual, may be required to serve a probation period.   Any second or subsequent fixed term offer of employment for the same position will not contain a probation period.

15.3  Confirmation of employment may be approved at any time and also occurs where a staff member is promoted (academic staff) or reclassified (general staff) to a higher level.

15.4  Except in a case of serious misconduct, a probationer whose employment is annulled will be given notice in accordance with 52.1.

15.5 Probation periods
The length of the probation period will be reasonable having regard to the nature and circumstances of the offer of employment and will not exceed the following:

Type of appointment Probationary period
Academic staff fixed term maximum of 25% of the period of the fixed term appointment or 12 months, whichever is the lesser
General staff fixed term maximum of one sixth of the period of the fixed term contract, extendable up to 6 months or 6 months which ever is the lesser
Academic staff standard up to 3 years initially, extendable to a maximum of 4 years
General staff standard up to 6 months initially, extendable to a maximum of 9 months
Graduate Recruitment and Development Program 12 month probation for the development program referred to in Schedule 1.2
Student Internships one sixth of the fixed term appointment but not less than 3 months.


15.6 The University will have and apply a policy on probation, which will provide for regular meetings between the supervisor and a probationer, appropriate documentation and the opportunity for feedback and assessment, along with procedures for assisting the probationer to successfully complete the probationary period.

15.7  A staff member will be advised at least 10 days prior to the end of the probation period of confirmation or annulment of the employment, or extension of the probation.

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