Induction Guidelines

Induction Guidelines Pre-employment to Week 8 Staff member's name: Staff ID: Line manager s name: Staff ID: Location (school/area): Commencement : Induction at Curtin consists of FOUR key stages: Stage 1: Pre-employment induction On acceptance of the position Stage 2: Work area induction First day or as soon as possible Stage 3: University induction As soon as possible Stage 4: Line manager follow up After five weeks Outcomes: Staff will feel welcome and have sufficient familiarity with their working environment to help them to settle into their work; Staff will be provided with an overview of the University s values and strategic plan so that they understand the contribution of their role and; The University will meet its obligations to its staff by providing appropriate information to ensure a safe and healthy working environment is maintained. Staff will have a good understanding of their compliance obligations; Checklists for each stage indicate the tasks which must be completed and signed off, and by whom. The new employee is required to confirm that the induction process has been completed. Last updated: 1 May 2013 Page 1 of 10

Stage 1: Pre-Employment Induction - On acceptance of the position Once the preferred candidate has accepted the position all relevant documentation must be submitted to Human Resources who will prepare further information and documentation for the new employee. Documentation As part of their conditions of the employment, employees must complete and sign several documents upon arrival at the University. These include: Contract of Employment Confidentiality Agreement Employee Details Form Certified copies of academic qualifications and photo identification. NOTE: Until the signed contract and required documents are completed and received by Human Resources, it is not possible to enter an employee s details onto the human resource information system. This is required for salary, generating a staff ID and access to University facilities such as the Library, computer network and car parking permits. Pre-Employment Induction Checklist As each task is completed, please tick the check box: Arrange the contract and mail-out Line manager Complete the Recommendation for Occupancy form and any required forms for access Line manager Human resources Human resources Human resources Human resources Send the required forms to Human Resources. Send contract of employment, tax declaration, access forms, staff information pack and other relevant documents to new employee. Advise that the line manager these documents have been sent. On receipt of signed contract, enter details into Alesco. Inform line manager (or relevant contact) that a signed contract of employment has been received and employee details have been entered into Alesco. Last updated: 1 May 2013 Page 2 of 10

Pre-employment induction Responsibility of the line manager Contact the new employee, confirm receipt of the signed contract of employment and if possible, arrange an informal meeting to provide staff ID, and advise on arrival date and time, location of workplace and parking details. If appropriate provide the schedule for day one, week one and month one. Ensure all access requirements are completed, signed and forwarded to relevant parties. Advise all staff within the Area/School of the new employee s name, position and start date, and ask that they make them feel welcome. Organise a work station including computer and telephone (where appropriate). Set up a Work area induction file ready for day one. Include: IT Helpdesk contact details Area/School telephone list Area/Faculty structure Strategic, enabling and local area plans Curtin values, Guiding Ethical Principles and Code of Conduct List of relevant compliance obligations including policies and procedures Conditions of Employment Enterprise Bargaining Agreement (EBA) Work schedule details if unable to provide earlier. Ensure new employee s details are added to the workplace email and telephone list and distribute the updated list to the Faculty/Area. Schedule initial meeting with new employee on their first day or as soon as possible to discuss role, responsibilities and expectations, WPPR and Induction Guidelines (this document). Schedule appointments with relevant parties within the Faculty /School/Area and with staff the new employee will be dealing with through the working day. If possible, arrange handover by the current employee to the new employee during the first day or in week one. Schedule a welcome morning tea/meeting in week one with all staff in the work group/team. Nominate a peer support person/induction partner. Please confirm completion of Stage 1 by signing and dating below: LINE MANAGER confirmation STAFF MEMBER confirmation Last updated: 1 May 2013 Page 3 of 10

Stage 2: Work Area Induction - First day or as soon as possible The first meeting between the employee and the direct line manager and/or Head of School/Work area manager should be welcoming and useful in providing an overview of key responsibilities, initial tasks and performance expectations. This aim is to welcome the new employee and assist them to settle in. Work area induction checklist Responsibility of the line manager The line manager is responsible for signing off on the following items. Some items may be conducted by the peer support person or another suitable team member. Welcome new employee, review schedule for day one and explain the induction process. Explain the area s strategic objectives, structure, the new employee s role, responsibilities, expectations, compliance obligations and how the position relates to the work area. Explain Work Planning and Performance Review (WPPR) and make a time within the next two months to complete the Work Plan component: http://hr.curtin.edu.au/wppr.cfm Provide work area induction file (which includes area specific information) Identify new employee s training needs and ensure enrolment in relevant training courses and corporate or sessional induction. Advise new employee of the Organisational Development Unit website, which includes information on internal and other training facilitated by specialist areas within Curtin http://odu.curtin.edu.au/ If the new staff member is working as a sessional academic, please ensure they complete a Faculty/School Induction, and University Sessional Induction face to face or online, as per the Appointment of Sessional Academic Staff Procedures. Schedule a follow-up meeting in two months time to complete Stage Four of the Curtin staff induction. Schedule a meeting prior to the end of the probation period to assess the new employee s suitability for the position. Introduce the peer support person/induction partner selected to assist the employee to settle in and to work colleagues within the school/ work area/unit. Work area tour: kitchen, toilets, equipment, offices, emergency exits and designated assembly point. Assist new employee to gain Staff ID card (ask Human Resources to provide a print-off of employee s details, proceed to Student Services with the print-off to obtain photo and ID card). Advise how to use office equipment and procedure for room booking (internal to the work area and Room Bookings http://roombookings.curtin.edu.au/) Direct new employees who would like to activate a Curtin staff email to Staff Oasis: https://portal.curtin.edu.au/http://sm-portal.curtin.edu.au:8080/portal/dt Ensure Building Access has been arranged. Allocate building keys and advise of other relevant information such as how to use the security system within the building. Demonstrate Employee Kiosk how to view payslip, book leave etc. To access the Curtin acronyms site visit http://uim.curtin.edu.au/tools/acronyms.cfm Please confirm completion of Stage 2 by signing and dating below: LINE MANAGER confirmation STAFF MEMBER confirmation Last updated: 12 March 2013 Page 4 of 10

Stage 3: University Induction - As soon as possible after commencement This section addresses broader knowledge of the University and how to work within it. As each task is completed, please tick the check box. University Induction checklist responsibility of the line manager and new employee The line manager must sign off but the peer support person may assist. The new employee is responsible for engaging with and signing off on these activities. Ensure the new employee is advised of the requirement to register for: Corporate induction for all new and continuing fixed term staff. Register via Employee Kiosk http://empkiosk.curtin.edu.au/index.cfm or Sessional induction - for sessional academic staff new to Curtin. Register via Seminars Booking System http://seminars.curtin.edu.au/index.cfm?theme=80 Sessional staff members not yet allocated a staff ID, can still register by entering their surname when asked to enter their staff ID code. If sessional staff are unable to attend the face to face Sessional Induction at the Bentley campus, they are required to complete the online sessional induction and quiz: http://odu.curtin.edu.au/sessional_induction_online.cfm Ensure the new employee is aware of the Code of Conduct and the Professional Standards and Conduct Unit on 1800 907 998. Please direct them to the following for further essential information: http://complaints.curtin.edu.au/index.cfm Policies, procedures and legislation As a legislative requirement, all Curtin staff are required to complete the following essential online training courses: Information Management Health and Safety Induction Equal Opportunity Code of Conduct. Essential training courses are provided online to inform employees about what they need to do to comply with key policies, procedures and legislation. Successful completion is recorded in the staff database. To access these training courses new employees will need to have a Curtin user name and password and log in to Blackboard using the following link: http://lms.curtin.edu.au/webapps/portal/frameset.jsp If new employees have difficulty logging into or accessing the courses, direct them to the CITS Helpdesk on x9000. For issues relating to Blackboard new employees are to contact the LMS Support Team through the Web Form http://cel.curtin.edu.au/global/contactus/lmssupport.cfm. Ensure the new employee is aware of relevant legal requirements and Curtin policies or procedures that apply to their job and their relationships with colleagues or students. Legal & Compliance Services have developed some handy compliance resources for staff and these are available at https://policies.curtin.edu.au/compliance/complianceresources.cfm Ensure new employee is aware of the Compliance Policy and Procedures: http://policies.curtin.edu.au/home/ University Induction Checklist Continued Last updated: 1 May 2013 Page 5 of 10

Direct new employees to the Register of Legal Compliance and Procedures Obligations at: http://policies.curtin.edu.au/compliance/ for key items of relevant legislation. Ensure senior managers with responsibility for the financial affairs of the University are made aware of the Best Practice Financial Management Policy and Annual (Internal Controls) Certification process. The policy states that Curtin staff must ensure that all financial transactions are properly recorded and must take responsibility for the appropriate use of University funds, which are only to be used for University business purposes. Further to the policy, Senior Managers are required to sign off at the end of each year on a range of management, administrative and financial controls in respect of their areas by completing a certification statement and control self-assessment survey. For more information on Curtin s Annual Certification process please direct staff to the Internal Audit website at: http://internalaudit.curtin.edu.au/annual_certification.cfm Information Management and Communication Technology Provide new employee with information on Alesco, Blackboard, Employee Kiosk, Finance One, FLOW, ICT support, Internet, Intranet, J drive, Oasis, Student One. Ensure new employee is aware of ICT appropriate use guidelines and Information Security: https://cits.curtin.edu.au/staff/index.cfm Ensure the new employee is aware of where to locate information about the University: http://about.curtin.edu.au/ and http://staff.curtin.edu.au/index.cfm Ensure the new employee is aware of Curtin s Disability Access and Inclusion Plan (DAIP). DAIP outlines how to provide an accessible and inclusive environment for our students, staff and visitors with disabilities. For more information visit http://disability.curtin.edu.au/ Advise new employee of where to find disability information for staff: http://unilife.curtin.edu.au/health_wellbeing/disabilityservicesforstaff.htm Ensure the new employee is aware of emergency procedures: For ALL emergencies Bentley Shenton Park Muresk Dial 0 000 from an internal phone Kalgoorlie Technology Park All other locations in Australia or from a mobile Dial 000 For more information on assembly points, emergency and evacuation procedures visit Security at: http://properties.curtin.edu.au/security/emergency/ Ensure the new employee is aware the telephone number for Security is 4444 or 9266 4444. This number is also used at Bentley for security escort for staff and students to their car or other parts of the campus. Ensure new employee is aware of the Campus Courtesy Bus Service which is available on Bentley campus to help staff to get to their car or campus accommodation safely (http://properties.curtin.edu.au/parking/courtesy_bus.cfm) and of the free hail and ride CABS bus available to staff and students who live locally (http://properties.curtin.edu.au/parking/cabs.cfm) Last updated: 1 May 2013 Page 6 of 10

University Induction Checklist Continued Ensure new employee is aware of where to find further information on Health and Safety: http://healthandsafety.curtin.edu.au/ Ensure new employee is aware of where to find further information on Risk Management: http://riskmanagement.curtin.edu.au/. Ensure new employee is aware of Curtin Injury Management Services including relevant Injury Management and Workers Compensation at policies: http://hr.curtin.edu.au/injury_management.cfm Ensure new employee is aware they are to lodge building maintenance, gardens, plumbing and electrical requests to http://properties.curtin.edu.au/services/forms/scc_form.cfm Ensure new employee is aware of the range of support services available to assist students and staff. They can be found here http://unilife.curtin.edu.au/ In addition the University provides an Employee Assistance Program (EAP) which is free and confidential service to staff and includes: personal counselling and general consultation on matters related to work crisis and trauma counselling mediation, conflict resolution and group workshops procedural/organisational advice information on dealing with mental health issues in the workplace http://unilife.curtin.edu.au/health_wellbeing/counselling_services.htm Advise new employee if they are unsure how to assist a student they can them to the START Wellbeing Advisors at http://studentwellbeing.curtin.edu.au/ Curtin employees may also consult with START Wellbeing Advisors before referring a student to this service. Ensure the new employee is aware of the on-campus medical services for Curtin staff and students (on Bentley campus): http://unilife.curtin.edu.au/health_wellbeing/health_services.htm Ensure the new employee is aware of Curtin Healthy Lifestyle (n/a if contract is less than 4 weeks). http://lifestyle.curtin.edu.au/ Advise the new academic staff of other induction programs: For staff who are involved in teaching and learning at Curtin: http://ctl.curtin.edu.au/professional_development/ For academic staff who are either new or soon to begin the process of supervision of higher degree by research students: http://research.curtin.edu.au/guides/seminars/svinduction.cfm Arrange campus and Library tour (where applicable): http://library.curtin.edu.au/help/index.cfm Please confirm completion of Stage 3 by signing and dating below: LINE MANAGER confirmation STAFF MEMBER confirmation Last updated: 1 May 2013 Page 7 of 10

Stage 4: Induction follow-up 2 months after commencement The purpose of the follow up is to see how the employee is settling in and to raise any issues. Both the new employee s and the line manager s perspectives should be discussed. Probation period All continuing and fixed term employees are subject to a probation period which is used to assess a staff member s suitability for the position. The line manager is responsible for monitoring the probation period. https://hr.curtin.edu.au/hr_management.cfm Work Planning and Performance Review (WPPR) All continuing and fixed term academic and general staff employed for more than 12 months are required to meet with their line manager to articulate goals, and review and recognise performance. The staff member is required to complete a Work Plan with their line manager within two months of commencement of employment and meet again for review and further planning at least annually. http://hr.curtin.edu.au/wppr.cfm As each task is completed, please tick the check box: Induction follow-up checklist Responsibility of the line manager Work arrangements Outstanding issues Observations from the new employee Observations from the line manager Awareness of compliance requirements. Work environment Outstanding matters and observations Role, expectations and progress Follow-up from initial induction Probationary period update/progress Completion of WPPR documentation (for staff employed for more than 12 months) Information or needs requiring further attention Identify training and development needs Feedback From employee From line manager Evaluation Line manager encourages the new employee to complete the Induction Evaluation Questionnaire (on pages 9 and 10) and return to Organisational Development Unit, Building 604, Technology Park. Please confirm completion of Stage 4 by signing and dating below: LINE MANAGER confirmation STAFF MEMBER confirmation Last updated: 1 May 2013 Page 8 of 10

Induction Evaluation Questionnaire Your feedback is appreciated after completion of stages 1 to 3 of your induction. NOTE: The valuable feedback which you provide will remain anonymous and will be used solely to improve the quality of induction and training processes across Curtin. As part of my induction to Curtin I gained an understanding of the following: Part 1 a. Curtin s values and strategic plan: b. The goals of my work area/school: c. My role within my work area/school: d. Key contacts within my work area/school and the broader Curtin community: e. IT processes, equipment and other processes and information relevant to my work role: f. The Code of Conduct: g. Compliance policies and procedures relevant to my work: h. The mandatory training I am required to complete as a Curtin employee: Part 2 Overall, I found my induction to Curtin to be beneficial: Last updated: 12 March 2013 Page 9 of 10

I have undertaken or am scheduled to attend (please tick relevant box): Corporate Induction (face to face session) Sessional Induction (face to face session) Online sessional induction Please comment on the best aspects of the induction process. Suggestions for Improvement School/Work area: Name (optional): Please return your completed Induction Evaluation Questionnaire via internal mail to the Organisational Development Unit (ODU), Building 604, Technology Park, or via email at orgdevelopment@curtin.edu.au. Please retain your copy of the completed Induction Guidelines. Last updated: 12 March 2013 Page 10 of 10