麻豆社

Transition to the new Academic Career Progression scheme 2026

Applying to both Education-specialist (teaching only) and Research and Teaching contracts. We recommend you bookmark the new where you can find out information about the new probation and early career development scheme for Lecturers.

Transition arrangements for existing probationary staff

Probation for Lecturers is now managed by Faculties/School and will not involve monitoring by Academic Staff Committee.

Lecturers who are currently part way through a probation of 3-year (research and teaching) or 1-year (teaching) will now be moved to the new arrangements. Most will have completed 6 months鈥� service, and it is likely that their work undertaken so far will fulfil those requirements, in which case their appointment will be confirmed, and they can carry on in the period of supported professional development.

What is different?

Traditional academic probation sought to establish whether a Lecturer was likely to establish an independent academic career, hence monitoring performance over a prolonged period. A 6-month probation can鈥檛 assess progress in the same way but is an opportunity to ensure colleagues are engaging with academic work and the values of the University, and to head off any problems that may arise.

If there are concerns at any point, Lecturers continue to be subject to the University鈥檚 normal policies around probation, capability etc.

What should happen now?

Current probationers and their reviewers should arrange a meeting to discuss whether their progress has met the threshold for the 6-month probation. If so, they should prepare a including plans for future performance and development, which is sent to the Dean for confirmation. If not, or if they have not yet completed 6 months鈥� service, further work should be specified and a review date agreed.

Probationers

1. The Career Progression Portal (CPP) is no longer in use and will be decommissioned. You can currently log in to see your most recent record, but you should ignore any reminders originating from it.
2. If you have completed less than 6 months鈥� service, you and your reviewer should refer to the guidance detailing the new requirements and ensure the final review is completed and passed to the Dean at least 2 weeks before the 6-month probation is completed.鈥�
3. If you have completed more than 6 months' probation, and have been pursuing probation objectives set earlier, it鈥檚 likely you will have fulfilled the requirements under the new scheme. You and your reviewer should hold a final review meeting and complete the . This must be passed to the Dean by 1st September 2026, or no later than two weeks before your current probation end date.
   

All Lecturers are also required to complete the Pathway to HEA Fellowship programme as part of their supported professional development period. (This does not form part of the employment probation).

Note: Staff members who are within 6 months of their start date will find it useful to refer to the guidance for newly appointed lecturers, particularly the template for the Performance and Development Plan.

An overview of the new academic probation process

Faculties/Departments/School of Management are responsible for managing probation and early career development support for Lecturers.

As explained in the University鈥檚 Probation Policy, the University aims to create a positive environment where everyone is enabled to work, fulfil their responsibilities and perform to the best of their ability to meet the needs of the University and make the next step in their career as soon as possible.

The use of probationary periods is intended as a constructive process to allow the probationer to:

• understand the University, their department, their role and how these fit together
• understand the standards required for their role and to fulfil those standards
  

Lecturers have a 6-month probation period, in common with most other employees at the University. This Employment Probation has the purpose of setting sound foundations and supporting the probationer to get up to speed as they settle into the demands of the role and ways of working at 麻豆社.

In the guidance provided here, the term 鈥渕anager鈥� may refer to anyone responsible for the probation of the newly-appointed lecturer, which may be the Head of Department / Division, but in some cases may be a duly deputised member of the Department/School leadership team.

Effort invested by manager and staff member in this period is essential and hugely worthwhile in setting up a new staff member to thrive as they become more independent. It is the opportunity to set expectations around standards, behaviours and citizenship that are the foundations of our academic success.

The University expects that the majority of probationers will make good progress have their appointment confirmed after 6 months. If at any point the manager thinks that there are serious problems and that the new staff member may not be capable of fulfilling their role, they should refer to the Probation Policy for the procedure to follow, including seeking advice from the relevant member of Human Resources.

Probation requirements for Lecturers

These requirements apply to both Education specialist (teaching-only) and Research and Education contracts.

1. Establish a performance and development plan for the short and medium term set in the context of longer term ambitions.
2. Undertake academic work according to the needs of the Department/School and their background and circumstances.
3. Engage with other domains of the academic career framework that are not included in (2).
4. Complete all mandatory training.
5. Demonstrate their commitment to academic citizenship and the values of the University.

Period of Supported Professional Development

Newly appointed lectures will also have a period of supported professional development, lasting until 3 years after appointment.鈥疶his will normally include completion of the Pathway to HEA Fellowship programme.

During the early years of appointment, the following workload adjustments will be made to enable lecturers to complete the Pathway, get their teaching under way and build their research. These will be applied by Departments/School as appropriate.
(Note that these figures follow established arrangements and may change as further work is carried out to understand the appropriate workload adjustment for this period).

Education and Research contract

• Workload adjustment - reduce normal load by:
  • Year 1: 0.25-0.5 of normal teaching load
  • Year 2: Tapering...
  • Year 3: 0

Education contract

• Workload adjustment - reduce normal load by:
  • Year 1: 0.2 of normal teaching load
  • Year 2: Tapering...
  • Year 3: 0

Allowance for Pathway to HEA Fellowship programme

• All contracts: 80 hours total

Practical arrangements

Key stages: minimum activities and meetings between line manager and probationer Templates are provided to help structure / record these stages.

Pre-arrival

1. Departments/ School allocate manager ('probation reviewer') who will be responsible for supporting the new lecturer through their probation period and supported professional development phase. This may be the formal line manager or a duly deputised member of the Department/School leadership team.
2. Department / School allocate a mentor to work with the lecturer through their probation period and supported professional development phase.

On arrival (first week) - Induction programme starts

1. Departments/Faculties/School normally provide an induction into the local ways of working, arrangements for offices, IT systems etc.
2. Early conversation with line manager to discuss expectations of first few months; which teaching, research and other activities will they be involved in, and how will they be supported, including the Pathway to HEA Fellowship Programme.
3. New lecturer meets mentor and agrees plan for working with them.

First month - starting work, planning for performance and development

1. Towards the end of the first month, a more formal meeting at which a plan for the first 6 months should be put together, referring to the requirements for employment probation for lecturers . Further aims should be outlined for the medium-term (1-3 years) in the context of future career aspirations.
2. A should be recorded at this stage, but considered a dynamic document that evolves as circumstances change and the probationer progresses in their role.
3. A plan for the relevant modules of the Pathway to HEA Fellowship programme should also be in place at this stage (following introduction by the Centre for Learning and Teaching.) (Depending on the start date, it may not be possible to take part in workshops straight away but engagement with the CLT is to be expected.)

Three months - mid-probation review

1. A light-touch check-in to see how things are going, what is progressing well and what may need more support, based on a discussion of the . Consider modifying the Plan.

Fifth month - end of probation review

1. A vital moment to review progress, provide feedback and plan any further support. If progress is satisfactory, a in the standard format, including commentary by both manager and probationer, and the , is sent to the Dean for final confirmation.
   

Post-probation - to the end of year 3 (Supported Professional Development)

Regular check-ins with manager at least twice a year, with supportive informal contact more frequently. The staff member will move into the Department鈥檚 normal cycle of SDPR/Career Conversations, with their a continuing, dynamic foundation for these discussions. Mentoring support continues during this time, along with normal local quality processes related to teaching and research.