All staff commencing in the University are required to complete a probationary period as a standard condition of their employment. Below is an outline of UCD’s Probationary Policy, a summary of the process and a form for managers to complete.
Probation Periods Policy
The first few months in a new organisation can be a critical time for a new employee. A great deal of effort is needed to help that individual learn essential tasks and adapt to the University environment.
For this reason, a probationary period exists for all new permanent & temporary employees. In most cases this will be one year from date of joining the University, although it may vary depending upon the nature of the job.
The probationary policy outlines the probationary process timeline, details the number of meetings required and provides guidelines for managers conducting review meetings.
The Probation Process
- Step 1: Staff member receives contract containing probation period details. At this point, the staff member should familiarise themselves with the Probation Periods Policy.
- Step 2: In accordance with the Probation Periods Policy, the Manager will organise meetings with the staff member at regular intervals throughout the probationary period. Managers should review . An InfoHub report is available to Heads of School/Unit which provides details of all staff in their area who are currently in their probationary period. Meetings are held in months 3, 6, 9, and 11 of the probationary period.
- Step 3: As the Probationary Meetings are held, the Manager completes the Probationary Period Record of Meeting Form and provides a copy to the staff member. The Managing for Success Toolkit can be utilised in preparing for these meetings, which are held in months 3, 6, 9, and 11 of the probationary period.
- Step 4: Upon successful completion of the probationary period, the Head of School/Unit completes the Probationary Period Confirmation of Outcome Form , and sends a copy to both the staff member and to email@example.com.
Note: Where issues arise during a probationary period the Manager will discuss this with the employee and if necessary seek further support and guidance from their HR Partner.
Frequently Asked Questions
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Your probationary period will be outlined in your contract of employment.
No. The HOS completes the Probationary Period Confirmation of Outcome Form and provides you with a copy
If you have had no breaks in service between roles then the service is continuous and your are not required to complete a second probationary period.
Yes. There has been a break in service.
No formal communication is issued from HR in support of the probationary process for temporary staff, but managers should actively manage and record all staff probationary periods.
No breaks in service: Your previous probationary period would be taken into consideration and would be reduced by 6 months.
Break in service: If greater than 26 weeks, then the contract would be regarded as a new commencement and a full probationary period would be applied.
The probationary period faculty employees will run concurrently with their outlined induction period