Employment Policies | Employment Handbook
1.1 Our Vision is ‘ To achieve recognition, both nationally and internationally, as a successful and inclusive regional university, proud of our diversity, committed to new modes of learning which focus on students and enhance their employability, and renowned for our contribution to social, cultural and economic development, especially through our research and scholarship' .
1.2 Achievement of the vision depends on recruiting, retaining and developing high quality staff. Integral to this objective is the need to provide a framework for the effective induction of newly appointed staff.
1.3 This policy outlines the broad principles that will govern our approach to the induction of staff and supports our Learning and Development Policy. It also provides guidance for managers to ensure that new staff members are provided with effective support to ensure they can fully meet the requirements of their job.
1.4 Implementation of the Staff Induction Policy will be reviewed by HR Services through periodic consultation with managers and staff, monitoring attendance at staff induction days and completion of new staff induction checklists. Adjustments will be made, as appropriate, to reflect best practice, staff feedback and any relevant legal requirements.
1.5 We regard effective planning for staff induction as being of prime importance. UEL is a complex organisation and if new staff are to establish themselves quickly and effectively there is a need to provide them with guidance, support and information in a planned and considered way.
1.6 It is recognised that where staff are provided with an appropriate and well planned induction programme they:
A framework has been established for the effective induction of new staff that will:
1.7 Inadequate and poorly planned induction of new staff can contribute to staff underperforming or failure to retain new staff, in whom a significant investment has been made.
2.1 There are three main stages to the induction of new staff
The following flow chart summarises each of these stages.
2.2 Although this Policy is concerned primarily with the effective induction of new staff after appointment, it is important to regard the induction process as commencing with the initial contact between UEL and the prospective employee established during the recruitment process. It is during this period that prospective staff form initial impressions about us and it is crucial that they are positive.
2.3 In this respect, HR Services are responsible for devising the policy on the recruitment and selection of staff and refining and monitoring its implementation. This policy aims to enhance our standing as a good employer and sets out the responsibilities of managers and HR Services and other staff in respect of:
2.4 Prior to the commencement of employment, HR Services will also take responsibility for providing the appointee with comprehensive and clear documentation detailing terms and conditions of employment.
2.5 The School of Education is responsible for providing new academic staff with the opportunity to develop learning and teaching skills via the Postgraduate Certificate in Learning and Teaching in Higher Education (PGCLTHE). In accordance with our probation schemes both full and part time lecturers with limited teaching experience are contractually required to undertake a PGCLTHE.
2.6 Staff who are required to undertake the Postgraduate Certificate in Teaching and Learning in Higher Education will be selected by the selection panel by the Chairperson completing the P6 - Appointment Form accordingly.
2.7 The postgraduate certificate programme leader will then contact participants to liaise with them about the programme.
2.8 T he integration of new staff is critically affected by the quality of induction to their immediate working environment. Induction at this level must be carefully structured and should aim to put the new member of staff at ease.
2.9 The new staff member's immediate manager, when planning staff induction at a school or service level, must take into account the following:
2.10 Managers are responsible for ensuring that new staff have the facilities and support that they need to do their job effectively.
Specifically immediate managers should:
2.11 To assist the manager in the preparation, delivery and evaluation of the new member of staff's school/service level induction, a ‘Staff Induction Checklist' has been designed (for a copy see Appendix2 ). The checklist needs to be completed by the immediate manager, although some items may be delegated to the colleague helping the new staff member settle in.
2.12 Before the first day of employment the manager and new member of staff will receive, from HR Services, a copy of the Staff Induction Checklist, a ‘Staff Induction Handbook' and a contract of employment.
2.13 Completed Staff Induction Checklists should be returned to the Learning and Development within 6 weeks, by the immediate manager. The unit will action the staff development needs identified and monitor and evaluate the induction process. A copy of the checklist should be kept by the new staff member and their immediate manager.
2.14 At a local level, completed Staff Induction Checklists should be revisited as part of the first probationary review (see relevant probation procedures) and any outstanding development needs discussed.
2.15 The Learning and Development in collaboration with UEL's Organisational Development Manager will facilitate regular ‘Staff Induction Days' .
2.16 Staff Induction Days will ensure that all new staff are welcomed to UEL personally by the VC (or rarely, by a senior colleague), and are briefed by HR Services staff on the following:
2.17 The Staff Induction Days will also provide an opportunity for new staff to network and enrol onto the following workshops:
Click here to download the Staff induction - Checklist and Manager's Guide (MS Word)
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