New staff should be provided with a planned induction programme covering the University, their department and their role. For those new to the University, it will run alongside the probation process.
Begin planning as soon as the candidate accepts the position. Remember that induction is not a one-off event; it may take up to six months to fully conclude and should be viewed as a development programme feeding into the probationary process, ongoing discussions through the year and eventually the performance review process.
The emphasis on the induction programme and induction checklist [Google Doc] is to identify what needs to be done. As well as agreeing what they need to do, the new starter will need to understand how well things need to be done.
The employee will need to take in a lot of information. Follow these principles when forming your plan:
- very intensive information-giving sessions or periods are likely to be ineffective
- prioritise the information you need to provide, and work out when you will give it
- be clear about their work objectives and expected standards of performance
- be sure that the information you are planning to provide is relevant to their job
- ask the employee how they best learn and consider adapting the programme accordingly - remember that people learn in different ways
- involve other people - an important part of the induction process is getting to know your new colleagues and their work environment
- do not assume that a current or returning employee does not need to follow an induction programme - they will
Remember that one size will not fit all. The length and content of the induction programme will vary depending on the complexity of the new employee's role and their previous experience and background.