Go to the Students section
Go to the Staff section
Go to the Alumni section
Go to the Study section
Go to the Student life section
Go to the International section
Go to the Research section
Go to the Business and Employers section
Go to the About section
These guidelines are designed to assist the manager with the induction of a new member of staff.
The aim of induction is to help the newcomer to adjust as quickly as possible to the new working environment, in order to achieve maximum working efficiency in the shortest possible time.
It is important to remember that induction is a process that should take place over a number of weeks, it is not a one-day event.
The length and content of the induction programme will vary depending on the nature of the new employee’s role. The checklists that follow are designed to suggest general issues/ topics that may need to be included in the induction programme in order to assist the new employee settle in as easily and effectively as possible. Space has been left on the lists, for Faculties/Directorates to add other topics as appropriate.
In addition to these guidelines, if you require further advice and guidance on induction please contact the Directorate of Human Resources.
Induction should take place over a number of weeks, even months. During this time, employees need to assimilate a great deal of information. The Manager responsible for the induction programme can help this programme by:
In addition to the Contract of Employment new employees receive a number of enclosures including the following:
PGTAs and Research staff, Support staff and Management staff:
All staff also receive an invitation to attend an Introduction to the University day which is compulsory and forms part of their induction.
The Directorate of Human Resources sends to all new starters a "Welcome Pack" which contains:
and information on
The following lists are designed to help the person responsible for induction plan the induction programme and ensure it includes essential and appropriate information. The lists provide suggestions of what may need to be included (not all the points will be relevant to all jobs) and they are divided into the following two levels:
There is also a list of action points for use by the Manager, again split into two sections:
The OCSLD course on Teaching and Learning, EXPLORE@Brookes is run by the Oxford Centre for Staff and Learning Development. [For some new academic staff this course is compulsory and forms part of their probation period, please see contract of employment for further information].
The session on understanding the Modular Course run by the Modular Office (usually at the start of each term).