The importance of induction
Once a new staff member has been appointed the future employment relationship is heavily affected by the way in which he or she settles into the job. Unsatisfactory induction training can result in:
- poor performance
- low job satisfaction
- high staff turnover
Guidance on induction programmes
The Oxford Learning Institute provide guidance and training on developing and running induction programmes. They also host an on-line induction programme which is available to all staff, who should be encouraged to make use of this early on in their appointment. This complements the induction provided by departments, but does not replace it.
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 him or her to reach a good standard of performance as early as possible. 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.
The example induction programme may help in planning appropriate departmental induction procedures.