Human Resources

Outcomes of the probationary review panel

10.1 Interim Probation Progress Reports

10.1.1 Progress is satisfactory:

The Chair of the panel will write to the probationer (copied to the Assistant Dean, Executive Dean, Probation Advisor and the HR Manager) within 10 working days of the panel meeting to confirm that satisfactory progress has been made.

10.1.2 Progress is not satisfactory:

The Chair will write to the probationer (copied to the Assistant Dean, Executive Dean, Probationary Advisor and the HR Manager) setting out the reasons that their progress is not considered satisfactory against the academic probation criteria. The Chair will request that a meeting be convened with the probationer, their Probationary Advisor, and the Assistant Dean to discuss these issues and to develop an agreed action plan (with timescales) to facilitate an improvement in their performance against the relevant criteria. This action plan must be agreed by the Executive Dean.

10.2 Probationers seeking confirmation in post:

10.2.1 Probationer is confirmed in post:

The Chair of the Panel will write to the probationer (copied to the Assistant Dean, Executive Dean, Probationary Advisor and the HR Manager) within 10 working days of the Panel meeting to confirm that they have completed their academic probation period satisfactorily, and confirming them in post.

10.2.2 Probationer has not completed probation satisfactorily:

The Chair will write to the probationer (copied to the Assistant Dean, Executive Dean, Probationary Advisor and the HR Manager) setting out the reasons that their progress is not considered satisfactory against the academic probation criteria, indicating one of two options:

  1. Academic probation is extended for up to one year. The Chair will request that a meeting be convened with the probationer, their Advisor, and the Assistant Dean to discuss and develop an agreed action plan (with timescales) to facilitate an improvement in the probationer’s performance against the relevant criteria. This action plan must be agreed by the Executive Dean, reviewed at regular intervals, and will be reviewed at the next Academic Probation Review Panel meeting.

  2. The probationer will be invited to attend a meeting to discuss the issues and to put forward their views and any evidence that they feel shows that they are meeting the criteria effectively. The meeting will be convened with the Master (or nominee), the probationer, and the Assistant Dean; a Human Resources representative will also attend. The probationer will be given the opportunity to be accompanied at the meeting by a Trade Union Representative, or by a Birkbeck colleague of their choice.

The meeting will adjourn, during which time the Master (or nominee), Executive Dean and Assistant Dean, advised by the Human Resources representative, will make a decision as to the appropriate action to take based on the evidence heard from the probationer and will reconvene to inform the probationer of one of the following outcomes:

i The probationer will be given 3 months’ notice of their dismissal; or

ii Academic probation is extended for up to one year. The Chair will request that a meeting be convened with the probationer, their Probationary Advisor, and the Assistant Dean to discuss and develop an agreed action plan (with timescales) to facilitate an improvement in the probationer’s performance against the relevant criteria. This action plan must be agreed by the Executive Dean, reviewed at regular intervals, and will be reviewed at the next Academic Probation Review Panel meeting.

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The HR team is based on the first floor of Egmont House
Postal address: Human Resources, Birkbeck, University of London, Malet Street, London WC1E 7HX
Email: humanresources@bbk.ac.uk