After the first week

Induction activities will continue to take place based on the induction programme and induction checklist [Google Doc]. In addition progress should be reviewed on an ongoing basis, both formally and informally.

Regular meetings

Follow the probation process and ensure meetings are held on a regular basis. As a result of your conversations, you and new employee should have a clear idea and agreement as to how things are going.

Should any issues arise, regular meetings will help you address as soon as possible.

At the review meetings, use the probation documentation to support your review process. The induction programme and checklist can also be used to see if things are 'on track' in terms of completing the activities identified.

You may need to consider the following with regards to the review meetings:

• If one has been appointed, how you will involve the induction colleague, buddy or mentor?
• Should you include feedback from others on the performance of the new starter? If so how will this feedback be 'owned' by you?
• How can you ensure that the style of the meeting ensures that the new starter actively participates in the review of how things are going?
• Are there any new development needs identified and if so how does this affect the Induction programme?

Central induction

All new starters will have the central induction curriculum assigned to them as part of their induction. This is a highly recommended module and staff are encouraged to work through the curriculum as it gives a broader context of the University and some of the support available beyond their department.

The end of the induction period

At the conclusion of the induction process the employee and their manager should sign and date the checklist to signify that the process has been completed. It is recommended that this be held in the department.