Criteria for confirmation of employment
In accordance with Enterprise Agreement (EA) provisions, confirmation of employment at the end of the probationary period is subject to the authorising officer being satisfied, as of the time of consideration of the matter, that the staff member:
- has met the qualification base of, and has demonstrated satisfactory performance relative to the academic profile for the staff member’s level of appointment, taking into account what may be expected, given their years of service; and
- has completed relevant orientation and induction training within the probationary period, unless agreed otherwise.
Poor performance in teaching or research may also provide grounds for not confirming employment, notwithstanding satisfactory performance in other areas.
6 months before a probationary end date
An alert will be triggered by People and Culture indicating that a probationary period is due to end, and that the process for preparation and consideration of a case for confirmation of employment should commence. This will take the form of an email to the staff member, designated supervisor and authorising officer.
Three months before a probationary end date
The authorising officer should lodge the completed Form D with People and Culture to enable any review and/or processing to be undertaken. Any variation to this timeline should be discussed with People and Culture as this may affect confirmation of the staff member’s employment.
The staff member and designated supervisor should discuss and agree on a timeline, in consultation with the authorising officer, to ensure that the completed Form D reaches People and Culture three months prior to the probation end date. Staff should ensure that this timetable makes allowance for consideration of Form D by all relevant officers.