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Human Resources

HR Excellence in Research

DCU Research Career Framework

Probation Review

All research staff will commence 12 months probation from the date of their appointment to the university. 
This 12 month probationary period is viewed as an extension of the selection process.  Assessment of the
individual's suitability for the post to which they have been appointed will be ongoing during the probationary
period.  The 12 month probation period may not be extended.  Probationary Assessment Form

The ultimate objective of the probationary assessment is to decide on the suitability or otherwise of a probationer
for the post to which he/she was appointed.  The probationary process should also:

  1. help the Principal Investigator and the staff member identify the strengths and areas of development of the staff
    member in post.

  2. identify areas of competence (under the Research Career Framework), performance and behaviour which would
    benefit from learning and development.

  3. provide the necessary support (for example learning and development) to the staff member to successfully complete
    the probationary process.

Initial Meeting
It is recommended that within a week of the staff member commencing employment with the university they have an
initial meeting with the Principal Investigator to identify both their objectives and learning and development needs for
the first three months.  Part 1 of the Probation Assessment Form will be completed during this meeting and needs only
to be returned to Human Resources with the form from the first of the two probationary meetings.

Assessment Procedures
Two assessment meetings will take place during this initial 12 months period, the first at three months and second at
eight months.  The Principal Investigator completes both probation assessment meetings with the staff member. 
Part 2 of the Probation Assessment Form will be completed during or following the Probationary meeting and will be
signed by the Principal Investigator and staff member. The staff member may comment in writing on any area of the
assessment and/or of the completed form.  The form will then be forwarded to the Director of Human Resources who
may wish to comment or to seek clarification or amplification on any point of the assessment.  The form will then be placed
on the individual's file. 

Confirmation in Post
Where performance has been deemed satisfactory the staff member will be confirmed in post and will then take part
in the performance management & development scheme (PMDS).  Where an adverse assessments is received, every
effort will be made by the University to positively facilitate the employee to satisfactorily complete the probation period.
However, continuous adverse assessments are received, and where learning and development are not likely to overcome
a difficulty, the matter will be fully considered by the Principal Investigator, Head of Centre and the Director of Human
Resources before a decision is made about the staff members' continued employment with the University.