Probation
A probationary period gives you the time and support to fully understand the requirements of your role and to achieve a satisfactory level of performance, providing a framework to discuss the expectations of the role with your line manager and to agree objectives that help you achieve them. The HR team and your line manager/PI will do everything to support you during your probation period to ensure you develop the tools, knowledge, and experience required to fulfil your role, as well as any personal or professional development activities you identify.
Probationary period for professional support staff
In general, all new support staff (up to Grade 5) and academic-related staff (grades 6+) are set a standard probationary period of 12 months, as specified in your contract.
As part of the probationary process line managers are asked to meet with the new team members within their first month to set objectives upon appointment, and then meet to review and, if appropriate, agree new objectives at the mid-probation point. Further guidance and documents related to the department's process can be found below.
| Length of probation | 12 months |
| Initial objective-setting | within 1 month of starting |
| Mid-probation review | 6 months (approx.) |
| End of probation review | 11 -12 months |
PSS-Objective-Setting-Form.doc
After passing the probation period, regular reviews continue to take place in the form of:
- Personal Development Reviews (PDRs) for professional services staff. Further information can be found here
Probationary period for Early Career Research Staff (ECRs)
In general, all new PDRAs/Research Fellows are set a standard probationary period of 12 months, as specified in your contract.
As part of the probationary process, you will be invited to meet with an ECR advisor, and with your supervisor, during the first month. these meetings will encourage you to set objectives, consider your career progression/trajectory and related professional development needs.
Further guidance and documents related to the department's process can be found below.
| Length of probation | 12 months |
| Initial objective-setting | within 1 month of starting |
| Mid-probation review | 6 months (approx.) |
| End of probation review | 11 -12 months |
Academic-Objective_Setting_Form.doc
After passing the probation period, regular reviews continue to take place in the form of:
- Early Career Reviews for academic-related staff. Further information can be found here
Guidance for line managers
Line managers should structure a probationary programme so that the employee is clear about the expected level of performance, the standard of conduct, and the quality and quantity of outputs. You must make time for regular feedback and discussion with the individual, and make arrangements to assess and review the individual's performance, suitability for the role, any training and developmental needs. Above all the employee should be clear about what is expected of them in the role to which they have been appointed.
The HR team is always available to support you with any guidance, training, and advice you may need. If the University’s guidance on probations or the user guides below do not answer your questions, please contact Ginger Jansen or @email and we will be happy to help.
Probation - flowchart for line managers.pdf
Managers _Guide_to_Managing_Probations.pdf
Guidance on giving feedback.pdf
Academic Faculty- Initial Period of Office
Associate Professors are normally appointed for five years in the first instance. Reviews are held at the mid-period (end of the second year) and in the fifth year of appointment. Should these be satisfactory, the Associate Professor is then reappointed to the retiring age. Evidence of substantial progress in research and of lecturing competence is required at each stage; the review process is therefore largely the same at each stage and differs only in the level of attainment expected. Further information can be found on the MPLS webpages or via the document below.
Throughout the IPO, Associate Professors are supported with their career development with annual Career Development Discussion with either the Head of Department or the Associate Head for Career Development; the HR team make arrangements for those meetings, please contact Ginger Jansen or @email for any further information.