Produced by Human Resources

October 2012

Human Resources Policy Statement HRPS 18

(Applicable to academic staff commencing after 1 April 2011)

PROBATION POLICY FOR ACADEMIC STAFF1. Introduction

All newly appointed members of academic staff should be subject to a probationary period, during which time they should demonstrate their suitability for the post to which they have been recruited as described in the relevant job description. The University will provide effective guidance, support and training to ensure that new staff become fully effective and are able to understand and contribute fully to the University/School/Department corporate goals. In addition, all new academic staff shall be assigned a mentor in accordance with the University’s Policy on Mentoring.

2. Scope of Policy

The probation procedure shall apply to all core members of academic staff during their probation period. This will include permanent, full-time, part-time and those staff on temporary contracts of twelve months or more.

The University’s normal Managing Underperformance Procedure will not apply but will inform the process during the probation period and any acts of misconduct or gross misconduct will invoke the Disciplinary Procedure as part of the probation.

The procedure shall not normally apply to existing staff who are promoted, re-graded or transfer to another similar post within the University. Where the post is substantially different, probation shall not normally apply unless agreed otherwise on appointment.

3. General Principles

To provide the probationer with a clear statement of the objectives including the performance and standards to be achieved through a consistent and fair assessment;

To ensure that the University appoints those people with appropriate skills, aspirations, ambitions and professional competencies required as an academic to contribute to the corporate goals within Middlesex university, as described in the job description;

To allow the probationer the opportunity to familiarise him or herself with the academic environment and provide an opportunity to assess how he or she fits into the University;

1/8

To help identify the probationer’s training and development needs and provide appropriate resources and support to allow his or her full potential to be achieved;

To provide the University with an opportunity to assess the performance of the probationer against the standards set by it before deciding whether or not to confirm the appointment and ensuring that necessary steps are taken where possible to improve the probationer’s performance.

 4. Probationary Period

The normal length of a probationary period will be 12 months. However it is recognised that there will be some circumstances that require the Head of Department or equivalent Manager to suggest to a longer period. This should not exceed 24 months. An example of this may be when additional time is required to successfully complete teaching observations; another may be to allow additional time to achieve set and agreed objectives.

Interruption to the Probationary period

There may be occasions when the probationary period is interrupted. In such circumstances it should be made clear to the individual and confirmed in writing by HR whether probation is continuing or is being suspended. If it is the latter an indication of the period it is suspended and the implications it may have on the action plan need to be confirmed.

5. Responsibilities

Head of Department or Equivalent Manager

Where the probationer is appointed as an academic member of staff within a School/Institute, they will report to a Head of Department who will be responsible for the member of staff’s probation. If an academic member of staff is appointed to a Service they will report to a Manager who will be responsible for the probation.

It is essential that the recruiting manager informs HR if there are any conditional requirements that should be included in the contract of employment.

The Head of Department or equivalent Manager will be responsible for setting out in writing the overall objectives for the individual in terms of their main areas of work, overall contribution, delivery and adherence to contractual requirements and in their relationships with others at the beginning of their appointment using the Action/Development Plan, Appendix A. They should also ensure that the mentoring arrangements have been agreed and are in place for the probationer during the probation period. It is important that the Head of Department or equivalent Manager ensures that the probationer has access to the necessary training, support and resources in order to complete their probation. They would also be expected to monitor the probationer’s progress and performance and provide relevant feedback throughout the review process as a minimum twice using the Probation report form, Appendix B, before making a decision about the confirmation of post.

Probationer

Will demonstrate their suitability for the post to which they have been appointed Draw to the attention of their Head of Department (or Manager) or mentor any other

induction, guidance, support or training they feel is necessary for the effective performance of their responsibilities.

2/8

Enrol on the PGCertHe within the agreed timescale (if this is a contractual requirement).

Human Resources

Will confirm in writing any specific requirements of the appointment in the contract of employment if informed by the recruiting manager

Will invite all new members of staff to the corporate induction Will send a reminder to the relevant line manager three months before the probation

period is due to end including the probation report at Appendix B Will confirm the appointment following a successful probation Will assist line managers if the probation period is unsuccessful, to extend the

probation and or facilitate probationary hearings where appropriate

6. Procedures

It is recognised that some of the criteria below may take precedence over others as determined by the requirements of the role using the job description, the level of appointment and as agreed by the Head of Department or equivalent Manager.

At the beginning of the probationary period, following discussion with the probationer, the Head of Department or equivalent Manager will clarify the relative importance of the different aspects of the post, setting objectives, and outlining the specific duties/actions to be undertaken during the probation period. This will be based on the job description and person specification used as part of the recruitment process. Objectives will be set in conjunction with the agreed work programme/plan with a possible reduction in teaching where, and if appropriate. He/she will also provide an indication of the standard of achievement expected in each area, in order for the appointment to be confirmed. The Head of Department or equivalent Manager should use the action plan (see Appendix A) which includes the probationer’s development plan.

As a general guide, the following criteria will be used for assessing completion for the probation; this will be dependent upon the job requirement, the level of appointment and in line with the relevant academic role profile and job description, it will also be agreed as part of the probationer’s action plan.

A. TEACHING AND LEARNING (including scholarly activity)

Qualification- It is a contractual requirement for all academic staff (i.e. staff subject to the terms and conditions of the Academic Staff Handbook) to have completed an approved programme of continuing professional development through a recognised teaching qualification or have three years full-time teaching experience in accordance with the ITLHE guidelines. The University’s recognised accredited programme is the Postgraduate Certificate in Higher Education (PGcertHE).

Staff that are required to register on the PGCertHe or equivalent are normally expected to complete the programme within 24 months of enrolment. If delays occur this period should not exceed four years. The Head of Department or equivalent Manager will confirm whether the probationer is required to undertake further formal training prior to the start of their appointment.

Teaching and Evaluation: These are examples and not an exhaustive list of the relevant duties:

3/8

1. It is important that all probationers are given a clear explanation of the norms and standards for teaching for the department/service, including: contribution to course and curriculum development including preparation of module handbook.

2. Duties and responsibilities in terms of quality and frequency of all types of assessment, feedback appropriate to role and the relevant academic role profile.

3. Participation and engagement with Board of Studies and Assessment Boards.4. Teaching materials on OASISPLUS. Assessment materials on OASISPLUS

where appropriate.5. Tutorial skills and performance as appropriate to level of appointment.6. Undertake module and programme leadership as appropriate to level of

appointment.7. Undertake related teaching administrative duties, within the guidelines and

requirements of Middlesex University.8. Undertake relevant training from CLTE.

Teaching Observations

As part of the probation report, two successful teaching observations must be undertaken to assess the performance of the member of staff. This should be undertaken by the Head of Department, or an experienced academic as designated by the Head of Department. The first one should take place within the first 4 months of appointment, and the second no later than 8 months into the appointment within the teaching cycle. They should provide detailed analysis of the teaching observed. For further information, refer to the Teaching Observation Policy.

NB: Where staff do the PGCertHE in tandem with their probationary year it is not possible to use their two summative teaching observations for PGCertHE as part of their probation.

B. RESEARCH, CONSULTANCY and BUSINESS ACTIVITY

It is important that all probationers are given a clear explanation of the norms and standards required by the department/service in one or more of the areas as appropriate to the job requirement, the level of appointment and in line with the relevant academic role profile and job description it will also be agreed as part of the probationer’s action plan.

This is not an exhaustive list.

1. Establish expected quantity and quality of published output and other outputs, including major works in progress and outputs accepted for publication/exhibition/performance.

2. Grants application, bid writing, tender writing and funding secured for research studentships.

3. Income generation4. Supervision of research project teams.5. Research student supervision as agreed by Head of Department or equivalent

Manager.6. Progress towards the completion of a research degree, where agreed.7. Research related administrative duties, where appropriate.8. External involvement in the work of Professional Bodies and similar organisations.

4/8

9. Engagement in professional, business and or consultancy activity and income generation.

C. CONTRIBUTION TO THE TEAM/DEPARTMENT/UNIVERSITY

As appropriate to requirements of the role and level of responsibility

1. Active and productive involvement in administrative work e.g. assessment boards (within teaching, research and enterprise) within Team/Department/University.

2. Leadership responsibilities for developing others e.g. junior staff, research students through coaching and, or mentoring.

3. Leadership for areas of responsibility within the Team/Department/University.4. Engagement and contribution in other forms of activity which may provide tangible

benefits to the Team/Department/University.5. Contribution to the Team/Department/University community in order to enhance all

aspects of the student experience.

D. GENERAL

The probationer will also be assessed in regard to their:1. Delivery and adherence to contractual requirements2. Working relationships with managers, colleagues and students3. Overall suitability for the post

7. Induction/Training

The Head of Department or equivalent Manager will provide the probationer with details about the structure of the Department/School/University. They will also be responsible for providing a copy and working through the Academic Staff Induction Checklist with the probationer using the Guidelines for Managers. There are some mandatory requirements as part of the Academic induction which is detailed in section 11. Mentoring arrangements should be confirmed as part of this process, the induction checklist should be signed off at the end of the induction/probation period.

In addition to this the Head of Department or equivalent Manager may identify other development opportunities for the probationer as identified as part of their development plan: such as copywriting for materials, student employability, on-Line learning (OASIS), handling student complaints and disciplinary procedures, strategic planning for academic staff, quality assurance and enhancement, assessment and feedback, the importance of research and enterprise; availability of learning resources; MISIS; Research supervision.

8. Probation Assessment Report and Review (Minimum 2 reviews)

Aside from the induction meeting and following receipt of the written objectives, the Head of Department or equivalent Manager should have a minimum of two formal review meetings. The first formal probation review should take place with the Head of Department or equivalent Manager and the probationer after the first three months of appointment, in order to assess the probationer’s on-going development and performance against the written objectives. The second review should occur after six months and no later than 8 weeks before the end of the probation period. Heads of Departments or equivalent managers will

5/8

be expected to complete the academic probation report at the end of each review period (see Appendix B), which will be presented to the probationer for discussion, comment and agreement. It is expected that such issues would have been discussed during the probation period.

Assessment should include relevant progress and achievements within the main areas of work with reference to the probationer’s action plan, job description and development plan. Any other relevant achievements outside of the specified areas of work should also be included. The Head of Department or equivalent Manager would be expected to consider other information such as teaching observations, student feedback forms and any other relevant achievement outside of the action plan.

A.SATISFACTORY PROGRESS

If all objectives have been met, the Head of Department or equivalent Manager should discuss the achievement of the probationer’s performance under the main areas of work listed under section 6 A-D. A summary report should be prepared and presented to the probationer for comment and agreement. The probationer will contribute to this through discussion and will also be expected to sign the report, with an opportunity to include appropriate comments regarding the content of the report.

At the final review there should be a discussion with the probationer about their time at Middlesex, the developments and progress they have made in relation to previous reviews. All standard and mandatory induction should be signed off. There should also be discussion about future objectives which will form part of their objectives for their appraisal in the following year. When the report is completed, agreed and has been signed by the Head of Department or equivalent Manager and the probationer, the Head of Department or equivalent Manager would also have to indicate whether they will be making a recommendation to confirm the appointment. The report will be forwarded to the Dean/Head of Service, who will meet with the probationer and the Head of Department or equivalent Manager to discuss the overall progress (See 9 below). Following approval by the Dean the recommendation would be sent to Human resources who would confirm the appointment in writing.

B. UNSATISFACTORY PROGRESS

As early as possible in the review process, where the Head of Department or equivalent Manager considers progress to be unsatisfactory, he or she shall meet with the probationer following discussion with Human Resources (if required) to:

Explain which aspects of the probationer’s performance are considered to be unsatisfactory in relation to the action plan and the required standard.

Obtain the probationer’s commitment to meet the objectives and/or reach the required standard within an agreed timeline. This should be confirmed through agreeing and signing the review report.

Determine whether the probationer requires any training, development, support, advice and or guidance and agree a course of action. This should be recorded in the review report.

Explain to the probationer what will happen if the objectives and/or the performance standard (s) are not met.

If an extension of the probation is expected the manager should complete the report in the normal way and forward to the Dean (See 9 below) (no later than 8 weeks before the existing probation end date). Following advice from the Dean/Head of

6/8

Service the Head of Department or equivalent Manager should discuss the details with HR. The Head of Department or equivalent Manager and the HR Business Partner should meet with the probationer to explain the reasons for the extension. This will be communicated and confirmed in writing to the probationer stating the agreed shortfall, targets and timeline. Progress should be monitored by the Head of Department or equivalent Manager during this period.

In cases of misconduct during a probationary period, the appointment may be brought to an end by using the appropriate procedure (Disciplinary) within the probation.

If following the final review the Head of Department or equivalent Manager decides that they will not be recommending confirmation of the appointment, this should be communicated to the probationer, who will have the opportunity to include any comment they may have on the final review report, it should be signed by the manager and the probationer. This report should be sent to the Dean for discussion and review. (See 9 below). If the decision from the Dean supports a termination, the procedure at 11 below will be followed.

9. Probation Meeting

A. Following the final review, the Head of Department or equivalent Manager should forward the paperwork detailed at (B below) to the Dean or Head of Service, who will arrange to meet with the probationer and their line manager to discuss the final recommendation. The purpose of this meeting is for the Dean/Head of Service to meet with the probationer and to have an overview of the probations going through the School/Service ensuring consistency of assessment and raising questions to the Head of Department or equivalent Manager as appropriate. The Dean/Head of Service would be able to ratify the decision based on the evidence and discussion and can support the recommendation to confirm, extend or support a termination. The Probation meeting shall normally take place no later than 6 weeks before the end of the probationary period.

B. The Dean/Head of Service/DVC should receive the following documents all probation review reports(including signed induction paperwork) agreed action and probationer’s development plan job description relevant supplementary evidence including student feedback forms, teaching

observations and any other contributions.

10. Extension of Probation

Any extension should be in writing and should include an agreed action plan with SMART objectives and an outline of the support that will be provided during the period of the extension. An extension of up to three months’ can be approved by the Dean/Head of Service and must be confirmed in writing by Human Resources. However, where an extension is expected to be longer than 3 months’, the case should be referred to the Deputy Vice Chancellor to consider. In both instances the documentation presented is as detailed in 9B above and should include the reason(s) for the extension clearly indicating realistic objectives that performance standards have been clarified, and performance problems have been discussed and identified with the probationer. Progress should be monitored by the Head of Department or equivalent Manager in accordance with the timeline.

11. Termination of appointment

If the decision is to terminate, the following procedure will apply.

7/8

In conjunction with Human Resources, the panel will write to the probationer outlining their decision and the reasons for this. The details would have been discussed in the final review meeting. The consequences of unsatisfactory performance will be that a formal hearing will be convened.Human Resources shall convene a hearing giving the probationer a minimum of 5 working days’ notice. The hearing shall normally be arranged before the end of the probation period.

The hearing shall be chaired by a Deputy Vice-Chancellor with a member of Human Resources in attendance to provide advice.

A report shall be provided which will comprise:

1. A detailed report from the Head of Department or equivalent Manager clearly indicating the objectives set and agreed, a summary of the progress and the shortfall in performance

2. Copies of all relevant documentation relating to the probation as detailed in 9B above should be included.

4. Any other supporting evidence.

The probationer shall have the right to be accompanied at the hearing by another person who is either:

a. A work colleague in the Universityb. A full-time official employed by a trade union: orc. An elected trade union official from UCUd. Another elected TU official from a Union which is not recognised by the University, so

long as s/he has been reasonable certified in writing by his or her union as having experience of, or, as having received training in, this role at formal hearings.

The Head of Department or equivalent Manager and the probationer will be given an opportunity to make representations to the Chair of the Hearing. The decision could be to confirm in post, to extend or to terminate the appointment with one month’s notice or with pay in lieu of one month’s notice. This will be communicated in writing as soon as possible and within 5 working days of the hearing.

12. Appeals

The probationer will be given the right to appeal against the decision to dismiss, and should do so by following the Appeal against Dismissal procedure.

13. End of Probation/appraisal process

At the end of the probationary period, probationers who are confirmed in post should integrate their achievements and objectives in discussion with their line manager into the University’s appraisal procedure using the appraisal action and development plan.

This Policy was developed through consultation with senior academic staff and the recognised Trade Union, UCU. It was approved by Executive at the Joint Union Consultation and Negotiation Committee on 2 February 2011; revised in October 2012 to reflect changes in the Appeal against dismissal procedure and is due for review in February 2016.

8/8

Appendix AACADEMIC PROBATION ACTION PLAN

Corporate / School

Objectives

ObjectivesWhat are your agreed objectives?

ActionsWhat steps will you take

to achieve these objectives?

OutcomeHow will you know these have

been achieved?

Key Dates When by?

ReviewWhen?

                                   

                                   

                                   

                                   

                                   

                                   

Probationers Name:       Signature: Head of Department:       Signature: Date:

Middlesex Academic Probation Form

ACADEMIC PROBATION DEVELOPMENT PLAN

Development need and expected outcomes Suggested Development Solution Priority:Essential / Desirable / Optional

□     □      □     

□     □      □     

□     □      □     

□     □      □     

□     □      □     

Name:       Signature:       Probationers’ Name:       Signature: Date:      

Agreed by the probationers line manager

Name:       Signature:       Date:      

Comments:

Middlesex Academic Probation Form

Appendix BAcademic Probationer Review Report

There should be a minimum of 2 reviews for a 12 month probationary period. The first review should take place after the first 3 months of the appointment and the second review should occur no later than 8 weeks before the end of the probation period.

This form guides you through the areas in which the probationer must achieve a satisfactory standard before being confirmed in post. It should be completed following each review. Line managers are advised to contact their HR Business Partner if they have any concerns regarding the process prior to commencing the review.

To be completed by the Head of Department or Manager:

Probationer’s Name

Probationer’s job title

Name of Head of Department

Department/School

Start date

End date of probation period

Using the Action Plan and job description, indicate whether overall assessment of performance is good, satisfactory or unsatisfactory. If performance is satisfactory but requires further support, clarification should be given. If performance is felt to be unsatisfactory, this must be clearly documented and evidence should be provided in the main areas of work.

TEACHING AND LEARNING OBJECTIVES (including scholarly activity) in line with 6A of the Probation Procedure

Teaching

Evaluation

Page 1 of 7Middlesex Academic Probation Form

Teaching observations:

Observation 1: satisfactory/unsatisfactory Observation 2: satisfactory/unsatisfactory

Include assessment of whether probationer is progressing satisfactorily on PGCert HE programme:

Areas of difficulty:

Indicate action required, timeline and whether specific training/ development is required. Who is responsible for organising this?

General comments:

RESEARCH, CONSULTANCY AND BUSINESS OBJECTIVES in line with 6B of the Probation ProcedureConsider performance against one or more of the above areas as appropriate and as detailed in the action/development plan:

Areas of achievement:

Areas of difficulty:

Indicate action required, timeline and whether specific training/ development is required. Who is responsible for organising this?

Page 2 of 7Middlesex Academic Probation Form

General comments:

CONTRIBUTION TO THE TEAM/DEPARTMENT/UNIVERSITY in line with 6C of the Probation Procedure

Areas of achievement:

Areas of difficulty:

Indicate action required, timeline and whether specific training/ development is required:

General comments:

Page 3 of 7Middlesex Academic Probation Form

GENERAL in line with 6D of the Probation Procedure Attendance and time keeping:

Relationships with managers, colleagues and students:

Other, if relevant:

Areas of achievement:

Areas of difficulty:

Action needed by School (indicating if HR and Staff Training and Development need to be involved):

General comments:

Page 4 of 7Middlesex Academic Probation Form

Objectives for the coming year

Please list the objectives that have been agreed with the probationer:

I have read and agree/disagree with the contents of the report: (please sign and print name)

Probationer

Name:

Date:

Signature:

Comments:

Report compiled by: (please sign and print name)

Page 5 of 7Middlesex Academic Probation Form

Head of Department

Name:

Date:

Signature:

I confirm that I have completed the Induction checklist including all mandatory sections with the probationer. Please tick to confirm

Recommendation(at final review):

Comments:

Summary: Please tick the appropriate box for each area below.

Satisfactory Unsatisfactory Satisfactory Unsatisfactory

Teaching and Learning

Contribution to the Team/Department/University

Research General Performance

This section is completed by the Dean or Head of Service

I recommend that the academic probationer post should be confirmed/should not be confirmed/should be extended (if reasonable prospect of improvement, state period, max 3 mths specify reasons) *delete as appropriate (please sign and print name)

Page 6 of 7Middlesex Academic Probation Form

(i) Dean of School/Head of ServiceName:

Date:

Signature:

Comments:

Page 7 of 7Middlesex Academic Probation Form