The importance of induction
It is key that new members of staff at the University (and staff who have moved to a different department within the University, commencing a new role) are given an appropriate induction, which enables them to successfully settle into their new role. Inductions should be organised in a timely and effective manner to ensure the most successful start of an employee’s career with the University. An effective induction can:
- shape the new employee’s ability to perform well in their job and increase job satisfaction
- provide clarity on performance expectations
- help retain good staff
- lead into an effective probation process
The University is required by law to provide instruction and training to safeguard health and safety at work and it is good practice to induct new staff members more generally into other University practices and procedures.
The other crucial aspect of induction is to ensure that the newly appointed employee clearly understands the requirements of the post, and the training and support that may be available to enable them to reach a good standard of performance as early as possible. Therefore, the principles of the probation procedures should be introduced during the induction stage.
The Code of Practice on the employment and management of research staff provides specific guidance on induction for research staff.
Taking care in planning an appropriate induction programme for a new employee also ensures that the process of team building commences, that the policies and procedures of the University are understood, and that the information that the employee will require to successfully carry out the job is provided.
Helpful guidance on what the induction should cover can be found on the People and Organisational Development website.
Guidance on induction programmes
The People and Organisational Development team provide guidance on managing inductions. They also host a general online induction course, which is available to all staff, who should be encouraged to complete this early on in their appointment. An equality and diversity module is included, together with key information about the employment terms and conditions and about University services and departments, which might be useful to know about in the first weeks of employment. A range of other induction courses and programmes/events are also available and should be explored together with the employee, in order to identify the most suitable and useful options. Such programmes complement the induction provided by departments, but do not replace it.