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Human Resources Office

Department of Engineering

Studying at Cambridge

 

Probation

A guide to assistant staff probation

The HR Division Probationary Arrangements for Assistant Staff can be found at http://www.admin.cam.ac.uk/cam-only/offices/personnel/probation/assistants/

 The Departmental arrangements will be as follows:

1.         The line manager or immediate supervisor will be responsible for carrying out induction, monitoring performance, providing guidance on a day-to-day basis and arranging for training to be provided as appropriate.  Depending on the nature of the post, this may include

i.        ensuring that member of staff knows and understands the main responsibilities of the post;

ii.        setting out which particular areas of work are to be given priority;

iii.        drawing attention to deadlines;

iv.        specifying the standards of work required;

v.        highlighting any areas where particular care or sensitivity is needed;

vi.        ensuring that the member of staff has sufficient information and sources of immediate help and support to take forward the agreed tasks;

vii.        being available to give informal advice on an on-going basis;

viii.        assessing training and staff development needs based on the requirements of the job;

ix.        preparing a training action plan in consultation with the member of staff;

x.        arranging for regular progress reviews.

 

2.         Formal Assessment of Performance

Form PD/PROB/R3

https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba3 will be completed and signed off and reviews should take place as follows:

  • weekly in the first month;
  • then monthly if progress is satisfactory;
  • where progress has been unsatisfactory, the line manager, in consultation with the Secretary of Department, will need to specify the nature of the concerns and the improvements needed, together with details of how these will be achieved.

The line manager will ensure that the signed progress record of assessment form(s) are copied to the Secretary of the Department and the staff member.

 

 3.         Mentoring

Where appropriate and feasible, new members of staff will be offered a mentor.  The mentor will act as an impartial ‘sounding board, not linked to the formal progress review process, and may contribute informally to the preparation of a training and staff development action plan.

 

 4.         Procedure at the end of probation

Not less than 4 weeks before the date on which the probationary period is due to end, the Secretary of Department will remind the line manger of the need to plan for a final overall assessment of the performance of the member of staff.  The following applies:                                                    

 

  • Where performance is satisfactory:                  

The Secretary of Department will inform the staff member and the Personnel Division that the appointment is confirmed and the central staff record will be amended accordingly.

  • Early concerns have been raised and performance is now satisfactory:                   

The Secretary of Department will inform the staff member and the Personnel Division that the appointment is confirmed and the central staff record will be amended accordingly.

  • If successful completion of the probationary period has been hampered e.g. by illness but progress has been satisfactory:

The Secretary of Department may extend the probationary period and, at the appropriate stage, the Secretary of Department will inform the staff member and the Personnel Division that the appointment is confirmed and the central staff record will be amended accordingly.

  • If performance is judged not to be satisfactory, despite remedial actions agreed in progress reviews:              

The Secretary of Department, after consulting the Director of Personnel, will inform the individual that she intends to terminate the appointment.

 

5.         Appraisal

The arrangements for appraisal are put in place by the Personnel Office.

 

Further questions

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