Probation procedures - General staff

The first appointment of a general staff member to a position at Monash University of six months or more is normally subject to a probationary period.

The probationary period is normally three months or if the nature and level of the appointment so warrants, six months. A probationary period beyond six months requires the approval of the Divisional Director (Human Resources Division).

For staff appointed on fixed-term contracts, the probationary period should not be greater than twenty-five percent of the total duration of the contract. The length of a probationary period must be included in the letter of appointment.

A probationary period is not normally required for a staff member entering into a second or subsequent successive contract of employment, providing they have already served a probationary period in their first contractof employment and the duties of the position remain substantially unchanged.

It is expected that within one month of commencement, the supervisor shall inform the staff member of the required performance standards including goals, objectives and results required of the position.

If during the probationary period, the staff member's performance of tasks or behaviour relevant to the role is not to the standard required, this must be documented and brought to the attention of the staff member by the supervisor (or where appropriate in conjunction with the manager) and the staff member given an opportunity to respond. Where the problems are such that they give rise to doubts about the confirmation of the staff member's appointment, advice is to be sought from the Workplace Relations Branch immediately.

At the end of the probationary period:

• the appointment is confirmed; or
• the employment is terminated.

A staff member's employment may be terminated prior to the end of the probationary period

Before taking the option to terminate employment at, or before, the end of the probationary period, the supervisor must contact the Workplace Relations Branch before the end of the probationary period to ensure that all requirements of the appropriate industrial legislation are met. Nothing in the above precludes the probationary staff member from being dismissed with the approval of the Vice-Chancellor or delegate for misconduct or incompetence that would normally warrant summary dismissal (refer Clause 52 - General Staff Disciplinary Procedures of the Monash University Enterprise Agreement (Academic and General Staff) 2005 or the terms of the staff member's AWA where applicable). Before taking such action the supervisor or manager must liaise with Workplace Relations Branch and obtain necessary approvals.