1. Induction: How can we do better? Russell Ashworth Director of Faculty Operations Faculty of Humanities

2. Background and objective for today Staff survey follow up – we are undertaking an exercise to judge how effective the current induction arrangements are, and identify actions that can be taken to improve processes Staff were asked for views via the April CoreMunicate: How available and effective are our University-wide documents, events and processes Reflections on own experience of induction Identify examples of good practice Objective of this session is to reflect on this feedback and inform recommendations to be made to the PSS Leadership Team on appropriate follow-up action

3. Outline Brief run through the current induction framework Summary of CoreMunicate feedback Group work

4. Induction Processes Visit HR on first day: Set up with staff card, IT access etc. Receive the new staff induction and information booklet. Core induction training: Online health and safety induction training Online Protecting information and data protection training Online equality and diversity training University welcome event Local induction informed by new staff induction checklist and health and safety checklist

5. University Welcome Event 90 minute session, offered monthly Organised and hosted by Jonathan Winter with a member of the Senior Leadership Team (usually Nancy) The main topics of discussion are the organisation, strategy and why the University is a great place to work: The member of SLT talks about the University – in a local, national, and global context Then there is a short film with Brian Cox, Andre Geim etc. explaining about what working at the University means to them. Jonathan then talks about working at the University and takes questions.

6. CoreMunicate Feedback (1) 5 Directorate teams and 3 Faculties responded Feedback quite consistent across the various respondents Induction generally felt to be critically important General consensus that induction, and related processes such as IT set up and access to training, need to be improved Information on induction is available but not very visible or easily accessed The majority were unaware of the new staff induction checklist (some areas had developed their own) and very few had seen the new staff information booklet. There are examples of best practice that can be drawn upon from across the University (e.g. local induction manual)

7. CoreMunicate Feedback (2) Templates and checklists for local induction are helpful, but should allow managers to bespoke for their area (particularly for practical ‘housekeeping’ matters) Actions More training and resources for managers. Expand information provided to include, for example, details of key staff, and institutional governance and management organograms. Develop a new staff intranet site, which could include a welcome from the Registrar, Secretary and COO. Develop induction to cover behaviours and organisational culture. Include a social event such as a welcome lunch with key senior staff present.

8. CoreMunicate Feedback (3) Campus tour Buddy/ mentor system. ‘Champions’ nominated within local teams who can show new colleagues the basics. Set up new starters on systems prior to arrival with essential training organised automatically. Individual training plans to be developed from the outset – these can then feed into probationary review and P&DR. Apply the same principles to staff induction as we do to students – an initial Welcome, followed by a longer Induction.

9. Group Work Should improving staff induction be a priority for the PSS over the next 12 months? What would be your group’s top five improvement actions in order of priority 35 minutes followed by 15 minute plenary