Inducting New Staff
Probation

Inducting New Staff
Appointing a new staff member is an important decision. Much of the University's success depends on the quality of staff selected, how they are inducted into the University and developed as employees.

The induction process helps new staff to understand the culture and environment of UTS and how this university operates. As supervisor you have an important role in ensuring your staff member has the information and resources needed to settle quickly and efficiently into their new job.

First Day/s
Welcome your new staff member and ensure they meet all the people in their work area. It may be appropriate to have someone assigned to help them settle in.

The first days in a new job can be both exciting and frustrating as the staff member learns about UTS. You can help new staff by ensuring they have adequate access to both information and other staff who can help them learn about UTS, their workplace and their responsibilities.

You should ensure your new staff member is given adequate time in the first few days and weeks of employment to complete the online induction. The online induction provides a range of information and resources about UTS, conditions of employment and legal and ethical responsibilities.

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Induction Checklist
The induction checklist is provided so that supervisors and new staff can ensure that essential information has not been overlooked. The checklist is an online resource to information. It should also be printed and checked off by both the staff member and supervisor as part of induction.

Online Induction checklist

Printable Induction checklist (word document)  

When the induction checklist has been completed, it should be signed by both the supervisor and new staff member and forwarded to HRU.

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Probation
Most staff will be appointed on a probationary period. This is the period in which both the University and staff member can test whether the right decision has been made.

As supervisor you should arrange a time with your new staff member to have a planning discussion. During this discussion, job and performance expectations should be explained and clarified and development needs identified and agreed.

The information needed to carry out the probation process can be found at Conditions at Work - Probation  and by referring to the relevant enterprise agreements. There are separate agreements and conditions for support staff, academic staff and senior staff.

Detailed information is also available in the HR Manual,
Probation Support Staff and Senior Staff Group - Guidelines
Probation Academic Staff - Guidelines

Your role during the induction period is to ensure that the new staff member has all the information and resources to enable them to understand not only their job but about UTS culture and environment. 

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                                                                                            Last updated May 2006.