RAVENSBOURNE COLLEGE OF DESIGN AND COMMUNICATION

STAFF PROBATIONARY POLICY AND PROCEDURE

(These policies apply to all employees of the College)

Introduction

Unless otherwise stated in the letter offering you employment, a period of normally 9
months from the date of commencement of employment is a probationary period.
Following the successful completion of your probationary period, you will receive
written confirmation from the Director, confirming your employment with the College.

The probationary period is intended to facilitate regular discussion with your line
manager, developing a two-way, constructive, feedback concerning your progress,
and training / development. The process will also assist in responding swiftly and
effectively to any difficulties that may arise from the requirements of the job.

If at any time during the first month of employment with the College, you fail to meet
the requirements of the job, your employment with the College may be brought to an
end on one week’s written notice. If, during the remainder of the probationary period,
you fail to meet the requirements of the job, your employment with the College may
be brought to an end on one month’s written notice. The College reserves the right to
make a payment to you in lieu of such notice. The College can give such notice of
termination to you at any time during your probationary period if it appears to the
College that you are unable to meet the requirements of the job. The College does
not have to wait until the end of the probationary period to make this decision. If you
are guilty of gross misconduct then the College reserves the right of summary
dismissal.

Line Management Responsibilities

Line management / supervisory responsibilities during the probationary period will

include:

• Monitoring progress in post;

• Providing guidance / supervision where appropriate;
• Recommending staff training / development where appropriate.
Regular Review Meetings

Regular review meetings should take place at least once a term or at three monthly
intervals (or more frequently where appropriate) during the probationary period, so
that relevant issues are discussed on an on-going basis.

Review meetings are an opportunity for disabled members of staff to discuss any
issues they may have, and to review any reasonable adjustments that may have
been implemented during the course of the employment.

Prior to Review Meeting

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STAFF PROBATIONARY POLICY AND PROCEDURE

Your line manager will normally give you at least one week’s notice of your formal
review. You will be given the Probation Discussion Document to assist you in
preparing for your discussion.

In order properly to monitor the progress in post, line managers will at regular
intervals attend lectures/tutorials organised or presented by a member of academic
staff serving a probationary period.

Communication difficulties probationary employees may have with line managers

should be discussed in the first instance with the Head of Human Resources. If not
resolved the Grievance Procedure may be invoked.

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STAFF PROBATIONARY POLICY AND PROCEDURE

PROBATION DISCUSSION DOCUMENT

Meetings should take place at three monthly intervals, and more regularly if it is appropriate. The headings detailed below are
intended to form the basis of discussions.

Employee’s Name: Job Title: Line Manager:

Today’s Date: Date of Last Probationary Meeting: Date of Next Probationary Meeting:

PART 1
General Issues This area should include issues such as: general conduct and functional working
relationships with other members of students, staff, external assessors, visitors and the
general public if applicable.

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PART 2
Issues Relating to the post Please specify and comment on the key aspects of the post and the probationer’s
performance.
For academic staff this section will include quality of teaching, participation in cross-course /
College projects, involvement in developmental activities, and administrative performance, as
well as other key areas identified to you by your line manager as part of this on-going review,
or in your job description (see also ‘identified priority areas’ below).
Depending on the nature of the post, this section will include key activities and responsibilities
identified in your job title / description (see also ‘identified priority areas’ below).

PART 3
Managerial / Supervisory Discussion will include the following where appropriate: planning; organisational / delegation /
aspects of the post managerial / supervisory skills; budgetary control. If this section is not applicable please print N/A.

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PART 4
Training and Staff This section should be used to: analyse and document training needs, state what training (if any) /
Development staff development is recommended, highlight whether further guidance or supervision is
appropriate.
New members of academic staff with no prior teaching experience will be required to participate in
some form of formal teacher training. Relevant literature can be obtained from the Training Co-
ordinator
All applications for training / staff development must be submitted to the Training Co-ordinator

PART 5
Peer Observation of Teaching
(ACADEMIC STAFF ONLY)
(If this section was completed
in a previous probationary
meeting, please put N/A).
The line manager should observe the new member of academic staff teaching or facilitating the
learning of students. This should take place before the first probationary meeting, using the
College's Peer Observation Form.
If this is not possible it must be completed before the second meeting. This discussion should
focus on the issues documented in part 2 of the Form including development and effectiveness.

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PART 6
Identified Priority Areas Please detail what priorities (if any) have been set for the probationary member of staff between
now and the next meeting.

Do you consider the level of performance shown by this probationary member of staff achieves the standard of performance you would
wish to see at this stage of the probationary period?

YES / NO

Signed:
Manager: Employee:

Date: Date:

• Original copy to the HR Officer for employee’s file

• One copy for retention by the employee
• One copy for retention by the line manager

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