Managing & Supporting Performance - Induction & Probation
Getting Peformance Right From the Start
The induction and probation period is the first opportunity to set clear expectations, build strong working relationships, and ensure new colleagues are equipped to succeed in their roles.
Why This Stage Matters
Effective performance management begins on day one. A well-structured induction helps new colleagues understand how their role contributes to the University’s ambitions, while clarifying duties, responsibilities, and performance expectations. The probation period then provides a structured framework to support, review, and assess performance in the early months of employment.
Key Actions for Line Managers
1. Set Clear Expectations Early
- Hold an induction meeting within the first week to outline the role’s requirements and performance expectations.
- Agree on measurable objectives or performance standards, aligned with the job description.
- Identify and record any training needs, support, or adjustments in the Probation Form (via the Helpdesk).
2. Maintain Regular Contact
- Use day-to-day discussions to check in informally, offer support, and address any early concerns.
- These conversations should happen frequently and flexibly, based on the needs of the colleague and the role.
3. Schedule Structured Review Meetings
- First Review (around 2 months): A formal check-in to assess how the colleague is settling in, provide early feedback, and raise any concerns.
- Second Review (around 3–4 months): A deeper review of progress against objectives, training needs, and any ongoing support.
- Final Review (before the end of month 6): Confirm whether the colleague has met the required standards. If so, complete the online form and transition to routine performance management.
4. Address Concerns Promptly
- If performance concerns arise, discuss them early and clearly. Outline the expected improvements, provide support, and document any agreed actions.
- Where appropriate, increase the frequency of structured review meetings.
- If performance remains unsatisfactory despite support, it may be necessary to consider ending the probation period early. In such cases, seek advice from P&OD and ensure appropriate documentation is in place.
Supporting Success
The aim of probation is to support colleagues to succeed - not to catch them out. Open communication, timely feedback, and clear expectations are key to helping new colleagues thrive. By managing this stage well, you lay the groundwork for high performance and long-term success.