The NWU recognises that a supportive and developmental probation process is vital in providing the appropriate level of assistance and training for new staff members on commencing their employment.

Performance management of new employees is important during the probationary period, and performance gaps identified in this time need to be continually documented and addressed. This will help employees become productive quickly, or provide evidence to support a decision not to employ the person at the end of the probationary period.

Performance management of new employees

Performance management techniques for new employees could include:

• Regular meetings with their line manager to summarise feedback on work performance and clarify the performance standards and performance criteria of the job.
• Periodic review of the induction checklist to ensure all items are covered and to identify gaps.
• Collaborative goal setting (with the line manager) against the performance criteria for the job.
• Knowledge gap analysis and skills gap analysis when the employee is performing below standard.
• Collaborative development (with the line manager) of a personal development plan (PDP).
• Formal probation reviews using tools such as performance appraisal forms; this is linked to the wider performance management system for the university.

Probation Guidelines have been developed to assist managers in the management of probation for all new employees.

Contact your relevant Human Capital practitioner to assist with the probation process.

• Performance Management
• Policy    

• Managing Probation Guidelines    

• Probation review form    

• Human Capital practition