During the probation period, both the employee and the employer decide whether they want to continue the employment relationship. To pass probation, the employee needs to demonstrate that they have satisfactorily performed the duties and responsibilities for their position.
The Policy on academic staff probation:
- describes how staff members and supervisors can set appropriate objectives consistent with CSU's expectations
- provides information for supervisors about reviewing academic staff performance during probation
- helps to ensure performance is aligned with CSU's values
- helps staff with professional development
- supports staff to make decisions on the continuation and confirmation of their employment.
The Procedure describes how supervisors and Probation Review Committees conduct probation reviews of academic staff.
The Guidelines describe how to implement the Academic Probation Policy and Procedure. In particular, they assist Heads of School, Centre Directors and the Division of Human Resources to administer academic probation effectively and efficiently.
- Template A - Initial objectives
- Template B - Staff member's report
- Template C - Probation committee report
- Template D - Confirmation of appointment report
- Template E - Fixed-term appointment less than 3 years report
- Initial objectives review at six months
- Committee review (Level A to C)
- Committee review (Level D and E)
- Fixed term appointment less than three years
Professional/general staff will serve either a four or six month probation period. Six weeks after starting their role, they will meet with their supervisor to set objectives. They will then review these objectives at the probation meeting.
You can find more information in the Charles Sturt University Enterprise Agreement.
Senior/executive staff will meet with their supervisor at the beginning of their employment to set accountabilities and performance objectives. Towards the end of the probation period, the supervisor will assess the staff member against these accountabilities and performance objectives.
You can find more information in Part C of the Executive Remuneration and Appointment Procedure.