Where probation has been successfully completed within an equivalent post requiring similar skills sets, and they also already hold PGCHET accreditation, a new lecturer may only be required to undertake a 9-month probation period. However, if the appointments panel feel that a longer period to acclimatise the probationer to QUB would be appropriate, then a 1, 2 or 3-year academic probation period may be recommended. Early confirmation in post may then apply.

An extension may not always be necessary to support a successful confirmation of appointment and will depend upon when the absence falls, in relation to the review period and outstanding objectives. Some employees may not require an extension if they are on course to complete within the original timescales. Probation may be extended due to extended periods of sickness absence. If probation is extended due to sickness absence, effective date of confirmation in post would be the day after the extension date.

In relation to maternity absences, such an issue should be discussed in any planning discussions following the notification of maternity leave. If probation is extended due to maternity absence, this is termed as re-scheduled. The duration of the extension is the length of ML absence. If probation is extended due to maternity absence, effective date of confirmation in post would be back-dated to the original probation end date. In both cases, permission has to be sought from the Chair of the Central Probation Committee (via HR).

Underperformance is a failure to perform the duties of the role or where the level of performance achieved by an employee is below the standard of performance required within the role. This may be in terms of skill, aptitude and/or application.

Within one month of the Probationer’s employment, the Head of School will appoint a mentor and confirm in writing to the Probationer the standards to be attained based on probation profile. Mentor shall meet regularly with Probationer to provide support and guidance during the academic probation process.

• The School will advise the probationer in advance of the annual review (the timing of which will be based upon the probationer’s start date), and will request the probationer to submit a Cover Letter and Academic CV for consideration by the School Probation Committee.
• The School will also request a Peer Observer Report from the Peer Teaching Observer(s).
• Based on the probationer’s performance, the Committee may agree passing probation at the end of the probation period, passing probation at an earlier date than scheduled or continuing probation as planned.
• If a probationer is not progressing as expected, and is unlikely to do so, the Committee can agree they should not pass probation and the contract may be terminated.

An individual will have the right to appeal the decision to either have his/her contract extended or terminated.  This appeal, outlining the grounds on which it is based, should be submitted in writing to the Faculty Pro-Vice-Chancellor within 20 working days from the date of the letter of notification of the probation outcome.

A Faculty Committee will consider the appeal and this Committee is normally comprised of:

• Faculty Pro-Vice-Chancellor
• Faculty Dean
• Head of School (from a different School to the Probationer’s School)
• Faculty HR Business partner will also attend

The appellant has the right to attend the appeal hearing and accompanied by a University colleague or representative of a recognised trade union.

The decision of the Faculty Committee shall be final and communicated in writing to the member of staff by the Faculty Pro-Vice-Chancellor or nominee.

Any key development activity a probationer is required to complete in order to be confirmed will be taken into account, e.g. induction, PGCHET completion and Supervising Research Students course (1-day course to be completed within the 3-year probation period) etc.