7.1 Probationary Appointments

Probation enables a supervisor to assess an employee's ability to satisfy the requirements of a position, before employment is confirmed at the University.  During the probationary period, the supervisor is required to meet with the employee at regular intervals to provide constructive feedback on work performance.  Progress towards meeting job requirements is assessed and any deficiencies in performance should be identified.  Where underperformance is identified and development is required, the supervisor and employee need to agree on strategies for development and improvement, and timelines for monitoring progress.

The BUILD program applies to all University employees.  However, some BUILD processes may not be appropriate for all employees, particularly those on probation and in short term fixed-term appointments. 

7.1.1 Variations in Probationary Requirements

For employees appointed for a period of 12 months or less, a three month probationary period normally applies.  It is the responsibility of the relevant supervisor to ensure that the employee's performance is monitored in these cases.  The Activities Report (Form B) would be an ideal tool to use for this process, particularly for appointments of greater than three month's duration.  The supervisor is responsible for monitoring the employee's performance and conducting and documenting reviews on a regular basis.  During the probationary period, it is critical for the supervisor to address any issues of underperformance with the employee immediately.  The supervisor should contact Human Resources, for assistance with managing issues of underperformance for probationary employees.  Build documentation for these probationary employees must be maintained in the Faculty/Department on a confidential file.

Human Resources Policy Probationary Appointments outlines all probationary requirements including timelines and the procedure for addressing unsatisfactory performance.