During the probation period, both the employee and the employer decide whether they want to continue the employment relationship. For the probation to be confirmed, the employee needs to demonstrate that they have satisfactorily performed the duties and responsibilities for their position.

Academic staff

The Policy on academic staff probation:

  • describes how staff members and supervisors can set appropriate objectives consistent with Charles Sturt's expectations
  • provides information for supervisors about reviewing academic staff performance during probation
  • helps to ensure performance is aligned with Charles Sturt'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.


For staff and supervisors

Continuing staffFixed-term staff
Initial objectivesInitial objectives
Staff member's reportFixed-term staff member's report
Probation review committee report (includes confirmation) 
Process guides 
Initial objectivesInitial objectives
Probation committee review for continuing staff (Level A to E)Fixed-term staff

For the probation coordinator

The coordinator for all academic probations is the School Executive Support Officer (SESO) or Administrative Officer within the probationer's work area.

Process for scheduling probation meetings

Professional/general staff

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

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.