Common use of Probationary Procedures Clause in Contracts

Probationary Procedures. 15.1 A person appointed to a vacant position serves a three-month probation period before being confirmed in the position, except for permanent employees applying for a position in which that employee has already worked satisfactorily on a relieving or acting basis for 3 months or more, in which case the probationary period may be waived upon their successful appointment to the position, subject to agreement by all parties. 15.2 The probationary period is applicable to the following categories: 15.2.1 new employees; 15.2.2 current employees being appointed to another permanent position; 15.2.3 current employees appointed to relieve or act long-term ie. 6 months or more in a position in which they have not previously worked satisfactorily. 15.3 The purpose of this period is to allow the employee to be trained in the duties of the position and for the Federation to assess the suitability of the employee in the position. It is not expected that the employee would have necessarily acquired all the skills required for the position within this three- month probationary period. 15.4 In relation to points 15.2.2 and 15.2.3 above, the employee’s existing position will not be filled substantively until the employee is confirmed in the new position. 15.5 The probationary procedures will endeavour to: 15.5.1 Determine whether the employee satisfies the criteria for the position and can perform the skills required of the position before the position is offered permanently. 15.5.2 Provide the employer an opportunity to review the employee's work performance and their suitability for the position. 15.5.3 Present the employee the same opportunity to assess the position and/or workplace and either accept or decline the position. 15.6 During the probation period, the Federation will: 15.6.1 Provide a Position Description for the position. 15.6.2 Advise that upon the satisfactory completion of the probationary period, the new employee can elect to work nine-day fortnight hours. 15.6.3 Provide formal induction and training, subject to Federation’s Training Policy, in the operation of the Federation generally and the duties of the position. 15.6.4 Formally notify and discuss with the employee any performance related issues immediately or within seven working days of the occurrence. Seek an agreed resolution with the employee and document the issue and resolution. 15.6.5 Implement agreed resolutions that are the responsibility of the Federation. 15.6.6 Provide the employee with a monthly review of her/his performance. 15.6.7 Confirm the employee in writing in the position within seven working days of successful completion of the probation period and on the written advice of the section AGS or Coordinator. 15.7 During the probation period the employee will: 15.7.1 Raise any issue that may affect his/her ability to perform the duties of the position. It is advisable that such issues are raised informally, in the first instance, with the USU employee representative. 15.7.2 Request, subject to Federation’s Training Policy, any internal or external training that she/he may consider appropriate to perform the duties of the position. 15.7.3 Have the right of written reply to any performance related issues raised. 15.7.4 Participate in the monthly reviews. 15.7.5 Have the USU Staff Representative or a support person of the employee's choice present at discussions about performance related issues, at monthly reviews. 15.7.6 Implement any agreed resolutions for which he/she may be personally responsible. 15.8 Monthly Reviews may involve the following people: • The employee; • Employee Relations Coordinator; • The section AGS or Coordinator; • The USU Staff Representative or a support person of the employee's choice. 15.9 The monthly reviews will be conducted as follows:

Probationary Procedures. 15.1 14.1 A person appointed to a vacant position serves a three-three month probation probationary period before being confirmed in the position, except for permanent employees applying for a position in which that employee has already worked satisfactorily on a relieving or acting basis for 3 three months or more, in which case the probationary period may be waived upon their successful appointment to the position, subject to agreement by all parties. 15.2 14.2 The probationary period is applicable to the following categories: 15.2.1 14.2.1 new employees; 15.2.2 14.2.2 current employees being appointed to another permanent position; 15.2.3 14.2.3 current employees appointed to relieve or act long-long term ie. 6 i.e. six months or more in a position in which they have not previously worked satisfactorily. 15.3 14.3 The purpose of this period is to allow the employee to be trained in the duties of the position and for the Federation to assess the suitability of the employee in the position. It is not expected that the employee would have necessarily acquired all the skills required for the position within this three- three month probationary period. 15.4 14.4 In relation to points 15.2.2 14.2.2 and 15.2.3 14.2.3 above, the employee’s existing position will not be filled substantively until the employee is confirmed in the new position. 15.5 14.5 The probationary procedures will endeavour to: 15.5.1 14.5.1 Determine whether the employee satisfies the criteria for the position and can perform the skills required of the position before the position is offered permanently. 15.5.2 14.5.2 Provide the employer an opportunity to review the employee's ’s work performance and their suitability for the position. 15.5.3 14.5.3 Present the employee the same opportunity to assess the position and/or workplace and either accept or decline the position. 15.6 14.6 During the probation probationary period, the Federation will: 15.6.1 14.6.1 Provide a Position Description position description for the position. 15.6.2 14.6.2 Advise that upon the satisfactory completion of the probationary period, the new employee can elect to work nine-nine day fortnight hours. 15.6.3 Provide formal induction and training, subject to Federation’s Training Policy, in the operation of the Federation generally and the duties of the position. 15.6.4 Formally notify and discuss with the employee any performance related issues immediately or within seven working days of the occurrence. Seek an agreed resolution with the employee and document the issue and resolution. 15.6.5 Implement agreed resolutions that are the responsibility of the Federation. 15.6.6 Provide the employee with a monthly review of her/his performance. 15.6.7 Confirm the employee in writing in the position within seven working days of successful completion of the probation period and on the written advice of the section AGS or Coordinator. 15.7 During the probation period the employee will: 15.7.1 Raise any issue that may affect his/her ability to perform the duties of the position. It is advisable that such issues are raised informally, in the first instance, with the USU employee representative. 15.7.2 Request, subject to Federation’s Training Policy, any internal or external training that she/he may consider appropriate to perform the duties of the position. 15.7.3 Have the right of written reply to any performance related issues raised. 15.7.4 Participate in the monthly reviews. 15.7.5 Have the USU Staff Representative or a support person of the employee's choice present at discussions about performance related issues, at monthly reviews. 15.7.6 Implement any agreed resolutions for which he/she may be personally responsible. 15.8 Monthly Reviews may involve the following people: • The employee; • Employee Relations Coordinator; • The section AGS or Coordinator; • The USU Staff Representative or a support person of the employee's choice. 15.9 The monthly reviews will be conducted as follows: