Responsibilities for staff and supervisors are outlined in the relevant staff Enterprise Agreements.
Probation is subject to ongoing assessment throughout the probationary period using the PRD process. The assessment is directly related to the work as defined by the goals and/or expectations, the duties outlined in the position description, classification standards or descriptors and compliance with University policies and Codes of Conduct.
Shortly after commencing at the University of Newcastle, probationary goals and/or expectations should be discussed between both the staff member and their supervisor and recorded in SuccessFactors.
Staff and supervisors are encouraged to log into SuccessFactors throughout the probation period to update and record discussions.
Reminders will be sent to staff and supervisors at key milestones throughout the probation period. Prior to the end of the probation period supervisors are responsible for completing the final probation discussions and recommendation.
The University aims to build performance capability within its workforce and support staff members to address issues concerning under performance as they arise. If necessary, the supervisor in consultation with the staff member and HR Business Partner will develop strategies to support the staff member.
All full-time and part-time staff in ongoing roles, or staff on fixed term contracts greater than six months will have access to enter their goals and perform yearly reviews, once they have completed probation. For an overview of the PRD cycle and specific How To Guides see the PRD webpage.
The University of Newcastle acknowledges the traditional custodians of the lands within our footprint areas: Awabakal, Darkinjung, Biripai, Worimi, Wonnarua, and Eora Nations. We also pay respect to the wisdom of our Elders past and present.