Induction and probation

You have a significant influence on helping a staff member to settle into their work area and perform well in their new job.

You can make a great start by helping them with a comprehensive and effective induction.


A new staff member's view of the University and their work area is strongly influenced by impressions they form during the first few weeks on the job. As their manager, the support you provide to help them settle in is critical.

By providing your new staff member with an appropriate induction, you will ensure that they have the training and information they need to:

  • become productive
  • work safely
  • settle into their new position as quickly as possible.


Probation is an extension of the appointment process. It gives the manager and the staff member time to decide if employment should continue beyond the period of probation.

During probation, a staff member must demonstrate that they have satisfactorily performed the duties and responsibilities of their position. As their manager, you must meet with the new staff member within 6 weeks of appointment to set performance objectives. There are different probation requirements for senior/executive staff, academic staff and general/professional staff.

Academic probation

Academic probation is governed by our Enterprise Agreement and Academic Staff Probation Policy and Procedure which outline your responsibility as a manager. Academic staff probation is supported by templates detailing:

  • initial objectives
  • staff member’s report
  • probation committee report
  • confirmation of appointment.

Professional/general staff probation

The requirements of Professional/general staff probation are outlined in our Enterprise Agreement.

Senior/executive staff

Senior and executive staff probation is governed by our Executive Remuneration and Appointment Policy and Executive Remuneration and Appointment Procedure.