INDUCTION PROGRAMME FOR NEW STAFF
INDUCTION PROGRAMME FOR NEW STAFF
The induction programme lists suggested activities to be covered from day one through to the end of probation.
|SESSION |SUGGESTED CONTENT OF SESSION |
|Introduction to the University and work area |Mission, Vision, Objectives of work area |
|Person Responsible – Line Manager |How the work area fits in to the wider University |
| |All key operational and social areas to be visited. (e.g. Offices, Labs, Catering |
| |Facilities, Bank, Library) |
|Introduction to other members of staff |Go through organisation chart |
|Person Responsible – Line Manager |Discuss roles and responsibilities of staff in general terms. |
| |May also want to extend time to allow visits to key contacts outwith work area. |
|Introduction to the other teams within the Work area|Purpose/Activities of the other teams/work areas |
|(if appropriate) |How the team fits in to the work area |
|Person Responsible – Line Manager |How the work area fits into the University |
|Terms and Conditions |Ensure new start has viewed and understood information contained in the Information for |
|Person Responsible – Line Manager |New Employees this contains important information on terms and conditions. |
|Performance Standards |Outline specifics of job role – (job description) |
|Person Responsible – Line Manager |Define goals, objectives, and expectations |
| |Review probation and performance and development review/ ADR/ appraisal process. |
|Culture of the Work area |Make new start aware of local arrangements regarding hours of work, holiday requests, |
|Person Responsible – Line Manager/Nominee |sickness procedure, after hours working, dress code, lunch arrangements, etc. |
| |Other University procedures e.g. internet and e-mail usage, transportation and parking, |
| |etc. |
|Office Systems |Review processes for using office equipment such as: computer, telephone, voicemail, fax, |
|Person Responsible – Line Manager/Nominee |printer, photocopier, etc. |
| |Review processes for using other university equipment/systems such as: libraries, |
| |laboratories, open access computers, etc. |
| |Review computer security, and software usage. |
| |Consider environmental efficiencies (waste, recycling, energy) |
|Job Specific Training and Development |Role specific development needs should be reviewed and a suitable programme of training |
|Person Responsible – Line Manager/Nominee |should be planned that aligns the individual’s skills to their core duties. |
| |Staff with line management responsibilities should be clear as to their duties and attend |
| |any relevant training. |
| |Outline the use of annual performance and development reviews/ ADR as one method for |
| |determining ongoing role specific development needs. |
| |Introduce University wide training and development opportunities available to staff. |
| |Review use of personal development planning tools (i.e. PDP) |
|Health and Safety |Physical – fire exits, fire alarms, fire evacuation procedure, fire-training arrangements,|
|Person Responsible – Health & Safety Co-ordinator/ |manual handling, first-aid arrangements, VDU usage, and other arrangements as required. |
|Line Manager | |
|Monitoring and Evaluation |It is important that the Induction programme is monitored and reviewed. |
|Person Responsible – Line Manager |Throughout the period regular review meetings should be held and any adjustments made. |
| |See sample templates to support this process: Checklists, Evaluations. |
|Probation |For new staff the Probation Policy will apply |
|Person Responsible – Line Manager | |
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