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  • Home
  • About People and Culture
    • Our Structure
    • People and Culture Strategy
    • Key Contacts
    • New Staff Welcome
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Wellbeing at Queen's
    • Managing Stress at Work
    • Annual, Family and Other Leave
    • Sickness Absence
    • Employee Experience and Engagement
    • Green Impact
  • Managers
    • Performance Management Toolkit
    • Sickness Absence
    • Leave Toolkit
    • Induction Toolkit
    • Recruitment and Selection
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leaving Employment
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
    • Learning and Development
  • HR HUB
  • A-Z
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
    • Disability
    • Menopause
    • Fertility Treatment Leave
    • Celebrating Diversity
    • Faith, Religion and Belief
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Agile Working Toolkit
  • Legal Services and Employee Relations
  • Learning and Development
    • Researcher Development
    • Learning for All
    • Learning Resources LinkedIn Learning
    • Leadership and Management Development
    • Essential Learning
    • Administrative Skills
    • Career Development Hub
    • Coaching and Mentoring
    • Remote Working
  • News
  • Pay, Reward and Benefits
    • Reward and Recognition
    • Pay and Conditions
    • Financial Support
    • Parents and Caring
    • Discounts
    • Commuting
    • Pay & Reward Benefits
    • Financial & Other Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
  • People and Culture COVID Guidance
    • COVID-19: People and Culture FAQs
  • Home
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  • Planning for Performance Probation
  • FAQs on Academic Probation

FAQs on Academic Probation

  • IF, HAVING SUCCESSFULLY COMPLETED PROBATION ELSEWHERE, DOES A NEW LECTURER HAVE TO UNDERTAKE A PERIOD OF PROBATION AT QUEEN'S?

    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.

  • WOULD ANY PROLONGED ABSENCE RESULT IN A PROBATION PERIOD BEING EXTENDED?

    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).

  • WHAT IS UNDERPERFORMANCE?

    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.

  • WHILST UNDER PROBATION WOULD A STAFF MEMBER ALSO BE ABLE TO ACCESS MENTORING SUPPORT?

    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.

  • IF A HEAD OF SCHOOL PLANS TO RECOMMEND NON-CONTINUATION/NON-CONFIRMATION WHEN SHOULD THEY DO THIS?
    • 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.
  • WHAT INFORMATION SHOULD BE PROVIDED IF AN EXTENSION OF A PROBATION PERIOD IS RECOMMENDED?

    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.

  • IS TIME ALLOCATED TO ENABLE PROBATIONERS TO UNDERTAKE KEY DEVELOPMENT ACTIVITY?

    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.

In This Section
Planning for Performance Probation
  • Planning for Performance Probation
  • FAQs on Academic Probation
  • FAQs on Non-Academic Probation
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