Developing A Workplace Induction

Developing a
Workplace
Induction
A guide for supervisors at

QUT
CRICOS no 00213J
Contents
Introduction to Workplace Induction.............................................................3
Why induct staff?.............................................................................................3
Developing a Workplace Induction Program................................................4
Before the staff member arrives.................................................................5
The First Day................................................................................................6
Within the First Week..................................................................................7
The first month.............................................................................................7
Within the first six months and first year..................................................8
Workplace Induction Kit..................................................................................9
Professional Staff Induction Checklist........................................................11
Academic Staff Induction Checklist............................................................15
Employee Information Sheet........................................................................19
Useful Links....................................................................................................20
Developing a Workplace Induction
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CRICOS no 00213J
Introduction to Workplace Induction

The induction of a new staff member is the final stage of the recruitment and
selection process and the beginning of their training experience and career
development. As a supervisor/manager it is your responsibility to supply specific
information about the work area and the job, and provide a positive role model to
your staff.
A good workplace induction program provides the necessary information, resources
and motivation to assist a new employee to adjust to the work environment as quickly
as possible.
Research in adult education shows that people are most open to learning in the first
few days on the job. This is your best opportunity show that QUT is committed to the
new staff member.
An effective induction program will confirm your interview choice by promoting a
sense of belonging and achievement in the staff member and helping them to
contribute to the University's vision.
This resource is designed as a guide only. Please modify your induction program to
satisfy the needs of your staff and work area.
Why induct staff?

A good induction program benefits both the organisation and the new employee
Benefits for QUT:
Creating a positive perception of the organisation and communicating the

corporate culture, values and goals.
Setting a precedent for ongoing training, by showing the employee that the
organisation is serious about developing the skills needed to perform their job
competently.
Motivating existing employees by including them in the process.
Increasing retention as staff are more likely to give longer term commitment to
the organisation.
Gaining insight, objectivity and fresh ideas from the new employee on how
QUT is perceived externally.
Benefits for the Employee:
Making a new staff member feel welcome and comfortable, and beginning the
process of integrating them into the workplace.
Confirming the employee's decision to join the organisation.
Helping to build the self-esteem, morale and motivation of the new employee.
Establishing good communication between the supervisor and the employee
from the beginning.
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Program
A well planned induction program is advantageous to your work area. Do not wait for
a new employee to arrive to plan a program. Invest the time NOW so that when your
new employee arrives you will be prepared.
Consider the following activities:
Form a small working party of staff in your area - include a cross section of
representatives from administration, academic, supervisors, management
representatives to ascertain what is required of an induction program for your
area.
Survey staff and find out what issues need to be considered and included in
an induction program.
Make your induction program accessible to all staff or work area, i.e. place
your induction program online. Ensure that those staff members most likely to
provide assistance in conducting the induction program know where to find
the guide program and how to modify it.
Collate all the information you need for workplace induction kits, and have a
few samples on hand.
Ensure that the induction program is checked and updated regularly so that
information remains current and relevant to the work area and new staff.
Consider developing a staff training and development policy for your
organisational area.
When planning your program:
Consider the aims and objectives of the induction program. Are they clear,
specific and measurable?
Use adult learning principles. Adults learn by "doing" and experiencing things,
therefore involve the new staff member in your induction program, giving them
plenty of opportunity to practise new skills and use new information.
Ensure that the program is tailored to the individual staff member's needs.
Consult with the new staff member's colleagues for information the new staff
member needs to perform their job competently.
Be aware of cultural diversity and tailor your program to suit, for example
special dietary requirements, religious or cultural norms, language.
Rotate activities and add variety. Do not schedule meetings all week. Give the
person a wide variety of activities to participate in.
Consider the most effective way to present information to your new staff
member. Policy information may be given in written form, whereas the steps
needed to use the phone will best be presented by showing the person how
to do this correctly and then giving them the opportunity to practice the new
skill. Other ways to impart knowledge include interviews with other staff,
mentoring, audiovisual presentations, pamphlets and brochures.
Induction should be broken down into stages to ensure the success of the overall
program. Each stage needs to be well planned. Suggested stages include:
Before the staff member arrives
First day
First week
First month
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First six months
Before the staff member arrives

Induction starts before an employee begins work in the organisation. It is important to
invest time at the beginning to plan for the arrival of your new staff member.
Preparation pays dividends in the end.
When designing an induction program consider what the employee needs to know
now. Avoid the tendency to overload the new staff member with information,
particularly on the first day. Break down items into priority for your area.
Essential tasks you need to perform before the arrival of your new staff
member:
Make sure the job is ready! Prepare the work area ensuring that the area is
tidy, equipment is in good working order and resources are available.
Arrange an overlap with existing employees if possible.
Notify all colleagues of the arrival of the new employee and enlist their help in
designing an induction program. Ensure that the person on the front desk is
expecting the person and knows where to direct them when they arrive.
Contact the staff member to arrange a time and place to meet them on the
first day. Answer any initial enquiries such as parking, dress code and what to
bring with them.
Arrange an induction partner who the new staff member can call upon in the
initial stages. The induction partner should be someone with a good
knowledge of how things operate and who has set aside time to be available.
Arrange a welcome social event such as a morning tea.
Prepare an induction program checklist and ensure a copy of the program is
given to the new staff member on their first day. This program should outline
who will cover what information and when. It can be used at the end of the
process to review if all topics have been covered. To create a checklist,
modify the following templates as applicable:
Checklists:
Professional Staff Checklist Attachment 1
Academic Staff Checklist Attachment 2
For Senior Staff, use the appropriate professional or academic checklist and modify
according to the position (Academic Staff at Level E are considered Senior Staff).
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The First Day

Greetings:
Greet the new staff member personally at the arranged time, or nominate a
trusted person you can rely on to create a good first impression. It is very
important that the new staff member meets their supervisor on their first day.
Help the staff member to relax. Even the most experienced person is likely to
have a twinge of first-day nerves.
Induction Program Overview:

Provide the staff member with details of what will be included in the induction
program and check their understanding.
Provide them with the induction folder and briefly cover its contents.
Indicate who will be their induction partner or who to approach with work
problems (if it is not you).
Introduce the immediate workplace and colleagues:
Familiarise the staff member with the immediate work area and introduce
colleagues the staff member will be working with. Try not to introduce too
many people on the first day.
Have someone explain workplace practices, expectations and culture.
Encourage a sense of belonging to the work group through a welcome
morning tea
Explain the job:
Discuss the scope and duties of the job. Have a copy of the duty statement
on hand. Cover the work duties briefly at first, explaining each major task in
intervals over the first week, to avoid information overload.
Give an indication of the typical work day.
Briefly indicate how the job relates to others and indicate its function and
importance.
Check the staff member's understanding of their duties, ask for questions
and/or feedback. Discuss what the staff member can achieve on the first day.
Remember - it is your responsibility to create a realistic impression of
the job and explain clearly what your expectations are with regards to
performance standards and work practices.
Take a workplace area walk (including campus):
Familiarise new staff with relevant offices, lecture rooms, computer rooms,
laboratories, staff rooms, wash rooms, and other immediate work area
facilities.
Include a tour of the campus showing the location of the refectory/cafe,
library, recreation facilities, banking facilities, bookshop, car parking, security
and lost property, enquiries counter, mail room and stores, shuttle bus stop,
lost property, finance counter, medical and other staff services.
Introduce basic procedures:
Explain the telephone system and the mail system, how to go about ordering
supplies, how to use the photocopiers and other equipment.
Collect, sign and forward Commencement of Duty form to the Pay Office.
Advise the staff member to forward the tax declaration and bank account
forms to the pay office as soon as possible to activate pay.
Advise of any parking arrangements (if available).
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Instruct
If appropriate, provide instruction on methods and procedures.
Instruct on the necessary health and safety procedures, for example,
evacuation procedures, or specific safety requirements in your area.
Check what the new person already knows before giving instructions.
Supervise the initial attempts at procedures to ensure accurate performance.
Maintain Contact:
You are not required to spend every moment with the new staff member. Coworkers are capable of coordinating sections of the induction program. Set
aside some time to visit the person on the job to see how they are settling in.
Arrange to meet the staff member at the end of the day to review their
reactions to the first day and to answer any questions which may have arisen
Within the First Week

Inform:
Discuss in greater detail how the person's role fits into QUT's overall
activities. Provide more information on Division/Faculty structure and policy,
mission, and services.
Expand on the role of other staff members in the section. Arrange for the new
employee to meet with other staff members for a half hour to an hour to
discuss co-workers' roles and expectations of working relationships.
Provide relevant information on fire safety such as the nearest fire exit and
the usual procedures in a fire drill.
Provide details about specific tasks the staff member is required to perform in
their role.
Ensure the staff member has registered for the next Welcome to QUT
orientation program. This is a mandatory part of induction.
Maintain contact:
Maintain daily contact to help the staff member settle in - these meetings can
be useful for discussing any queries that may arise.
Review:
Check what progress is being made and suggest solutions to any problems
that you identify. Avoid negative criticism.
The first month

Explain rules and regulations:
Expand on workplace rules and regulations, for example, accident reporting,
occupational health and safety responsibilities, equal opportunity policies.
These items are referred to in the Welcome to QUT (mandatory) orientation
program, so encourage the staff member's attendance at one of these
seminars.
Discuss individual action plan:
Discuss work progress and expand on the duty statement and
responsibilities. Discuss individual and section objectives and devise an
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individual development in conjunction with the staff member, arranging

additional training as required.
Briefly explain that PPR is a participative process which is mandatory and
contributes to the achievement of the individual, work area and organisational
excellence and outline the staff member's rights and obligations in this regard.
Maintain regular contact:

Regular contact during the first month will help new staff members feel at
home and will prevent problems arising from misunderstandings or
dissatisfaction. Try to meet at least once a week.
Provide praise and encouragement whenever possible.
Within the first six months and first year

Review progress regularly:
Identify progress and any further training which might be required.
New staff bring with them a fresh perspective that is often lost within the first
two or three months of commencement. By inviting suggestions for
improvement you can profit from their viewpoint and encourage their
involvement in the workplace.
Performance Planning & Review (PPR) - Mandatory:
As supervisor, schedule meetings with your new staff member to discuss their
PPR. This should occur at least once throughout the year and include the
Mid-Term Review for professional staff.
Give constructive feedback on job performance strengths and weaknesses
that is neither threatening to the receiver or likely to make the receiver
defensive.
Evaluate the Induction Program:
Set aside time with the new employee to review and discuss issues, answer
questions and provide further information if required.
Get feedback about the specifics of your induction program so that it can be
modified if needed. Consider the overall process, information provided and its
format.
Ask which information was the most and the least helpful.
Check if the specific objectives set at the beginning of the program were met.
Also seek feedback on the program from colleagues involved in the process.
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Workplace Induction Kit

There is a great deal of information about the immediate work area which should be
imparted to the new employee during their induction program. To reinforce
information given during the induction period and provide pointers towards accessing
further information, put together an Information Kit for your new staff member to refer
to over the first few weeks in their new role. This may contain:
Commencement Information:
Duty statement/job description
Outline of the induction program and checklist (professional, academic and
senior)
A detailed chart of the organisational/reporting structure in your work area,
and its relationship to other areas in the University
A list of co-workers with a brief explanation of their roles and contact details
A map of the work area, and map of the QUT Organisational structure (MOPP,
Appendix 5)
A list of contacts within the University which the new staff member will be
communicating with regularly
New Staff - Frequently Asked Questions
Employee Information Sheet Attachment 3
Health & Safety:
A copy of the Workplace Health & Safety Induction Checklist
Building and floor warden contacts, location of fire exits and equipment
Safety/accident procedures, location of first aid kit
Location of web resources:
On-line health and safety checklist:
http://www.hrd.qut.edu.au/healthsafety/worksafely/induction/induction.jsp
Safety/accident procedures: http://www.fmd.qut.edu.au/security/fire_safety/
Policies & Employment Conditions:
Code of conduct policy (mandatory), policies on conflict of interest and
confidentiality
EO Online is a self-paced online equal opportunity training program for higher
education employees. Located at
http://www.equity.qut.edu.au/programs/forstaff/trainingdev/eo_online.jsp
Timesheets or signing-in procedures, how to complete and whom to give it to
Leave scheduling, overtime, holidays - whom to notify for authorisation and
approval.
A schedule outlining work area meetings and other important dates
Location of MOPP, Enterprise Bargaining agreements and other procedural
documents
Specific work area procedural documents, policies and reports
Smoking/non-smoking areas
Communication:
Computing system - logging on and off, passwords
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Communication guidelines in the work area (User Guides)

Email network - arrange for email address, be sure to include staff member on
any work area email list
Publications, newsletters, brochures about the organisational unit
How to contact QUT staff (QUT Virtual, QUT Staff Contacts pages)
Web site location of forms such as payment claim forms, travel requisitions
etc
Transport:
Application for parking form
Procedures for taxi vouchers and use of University Vehicles
Bus timetables between campuses
Resources:
Location of stationery and procedures for ordering supplies and other
resources/equipment.
How to arrange printing of business cards
Academic Calendar and Key Administrative Dates Calendar
List of QUT Web sites and QUT Abbreviations
Location of staff development and training providers
Central filing system, location of files and other reference material, records
management
Bookshop discounts and library borrowing rights for staff
Hiring of other equipment such as videos and audiovisual equipment
Finance Information:
Account codes and where to seek authorisation for any expenditure
Procedures for claiming petty cash
Ordering of catering for functions
Additional information for Academic Staff
Standards for teaching and learning at QUT
How to use audiovisual equipment such as MELTs, obtain radio microphones
for lectures, AV services for taping lectures
How to approach publishers about articles and information about DEST
classifications
Policies regarding research and commercial activities
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CRICOS no 00213J
Professional Staff Induction Checklist
Staff
Member:
Work
Area:
Date Commenced:
Probation confirmation
date:
Supervis
or:
Induction
Partner
PRE-EMPLOYMENT
Pre-employment Date start:
Person/s
responsible
Item
Contact HR Dept to ensure letter of offer has been sent to new staff member
Supervisor
Check letter of offer has been signed and returned by new staff member to HR
Dept
Supervisor
Negotiate the start date with appointee and advise HR of date
Supervisor
Once letter of offer/start date is confirmed, contact new staff member to discuss:
Supervisor
arrival details, nearby parking & transport facilities;

general information about the University;
remind employee to forward completed appointment forms to Payroll of Banking
Details and Tax Employment Declaration or to bring on their first day with
Commencement of Duty form to obtain computer/building access (refer to HR
Forms on HR Web site:
http://www.hrd.qut.edu.au/toolkit/hrforms/professional.jsp)
Advise staff in relevant local and broader workplaces of the start date of the new
staff member and organise key contact appointment time
Supervisor
Nominate an induction partner to help the new staff member for the first month
Supervisor
Setup a Workplace Induction file to send to new staff member. If possible

include:
first day, first week and first month induction schedule;
Induction
Partner
manuals, area and department contact listings, Division/Faculty structure etc;

ensure new staff members details are added to workplace email and phone
lists;
provide staff member with contact details of local staff members;
include calendars of training and development programs.
Organise the work office by:
Work Area
contacting Information Technology Services (ITS) to obtain Standard;

Operating Environment (SOE) guidelines for setup;
ensuring clean work environment;
Page 11 of 21
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ordering appropriate stationery;

contacting ITS for phone connections, they will direct this to Comms Admin.
Organise a welcome morning/afternoon tea with colleagues within the first

week
Induction
Partner
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CRICOS no 00213J
FIRST DAY SCHEDULE

First Day:
Person/s
responsible
Welcome staff member and go through the schedule for first day
Supervisor
Explain the role, responsibilities and expectations of new staff member and how
the position relates to the work area and their colleagues
Supervisor
Introduce staff member to work area colleagues
Outline key contacts and their roles to staff member
Supervisor
Plan and explain work for the first week
Supervisor
Tour of immediate work area including:
Induction
Partner
Induction
Partner
all relevant Faculty/Division facilities;

work protocols I.e. location and use of printers etc;
explain attendance record requirements;
explain security, after hours access and other local workplace arrangements
such as swipe cards/keys, protocols etc;
Facilities such as Health Services, Food outlets, Library, Gym etc.
New staff
member
Complete and return all employment forms to Payroll

Commencement of Duty Supervisor
Tax Employment Declaration (if havent already done so)
Banking details (if havent already done so)
Go through with the staff member the ITS Staff Computing Guide process
Take new staff member to designated campus location to obtain photo ID card
Induction
Partner
Supervisor
Explain OH&S and emergency practices and complete the OH&S checklist.
Keep the original document in the workplace files. Refer to area Workplace
Health & Safety Officer representative
Ensure the staff member completers EO Online available through the Equity web
site http://www.equity.qut.edu.au/programs/forstaff/trainingdev/eo_online.jsp
Supervisor
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FIRST WEEK SCHEDULE

Week start:
Week end:
Person/s
responsible
Item
Induction
Partner
Once access has been obtained, conduct a tour of the QUT web site including QUT
Virtual, Manual of Policies and Procedures (MOPP), Relevant QUT web site details
Provide more detailed information on Universitys mission and goals and where
the workplace area is located in the structure
Supervisor
Provide key planning documents including QUT Strategic Plan
Supervisor
Supervisor meet with new staff member to discuss roles and expectations
Supervisor
Read QUTs Code of Conduct (mandatory)
Supervisor
Discuss Employee Benefits and provide web addresses for QUTs key policies HR
website (conditions of employment, MBF Health Fund etc)
Supervisor
Explain the different University schemes such as Performance Planning and

Review (PPR-PS), Professional Development Program (PDP), Study Assistance
Scheme (SAS) view info on Human Resources web site (mandatory)
Supervisor
Discuss the main responsibilities of the position and agree on short-term goals to
coincide with the PPR meeting held within a month. Record any prior training
received and identify any short-term training and development needs.
Supervisor
Diarise a time for the PPR meeting with supervisor within 1 month from
commencement of employment
Follow up on appointments with key contact people if required
Introduce staff member to any relevant staff networks
Supervisor
Explain relevant filing and record systems, internal and external mail processes,
setup voicemail access
Work area
Seek feedback during the first week to check that new staff member is settling in
adequately. Provide any necessary feedback on new staff members approach to
work
Supervisor
Schedule regular catch up meetings and inform staff member of any other
regular area/department meeting dates or workplace practices
Supervisor
Complete and return all Superannuation applications and documents
New staff
member
Arrange for new staff member to meet the manager of the work area
Supervisor
Enrol staff member into next Welcome to QUT Orientation program (mandatory)
Identify and book any training and development required from the QUT Staff
development and training providers web page
Supervisor &
new staff
member
Where applicable discuss outstanding removal assistance and receipts with

Assistant HR Advisor (for those relocating from interstate or international)
New staff
member
Hold a Welcome morning/afternoon tea with colleagues
Induction
Partner
Supervisor &
new staff
member
New staff
member
Induction
partner
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FIRST MONTH SCHEDULE

Month start:
Month end:
Item
Person/s
responsible
Hold the Performance Planning and Review discussion. Jointly set goals for the
first year and beyond. Discuss on-going staff development opportunities in more
detail
Supervisor &
new staff
member
Seek feedback from new staff member and address any issues related to their
integration into the workplace
Supervisor
FIRST 6-MONTHS SCHEDULE

6 Months
start:
6 Months end:
Person/s
responsible
Item
Conduct mid-term PPR. Provide constructive feedback on performance.

Remember to recognise good work by providing positive comments.
Supervisor
Supervisor
Revisit relevant development and training needs identified in PPR and modify
where necessary
Supervisor
FIRST YEAR SCHEDULE

Month
start:
Month end:
Person/s
responsible
Item
Conduct final formal annual PPR review and send signed form to HR for probation
confirmation
Supervisor
Seek feedback from new staff member about the workplace induction process and
if any improvements can be made
Supervisor
Obtain feedback from past PPR and commence new cycle
Supervisor &
new staff
member
Signature of Staff member:
*** The Web

version or Word document of the checklist form is to be filed with the
work area.
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CRICOS no 00213J
Academic Staff Induction Checklist

Staff
Member:
Work
Area:
Date Commenced:
Probation confirmation
date:
Superviso
r:
Induction
Partner
PRE-EMPLOYMENT
Pre-employment Date start:
Person/s
responsible
Item
Contact HR Dept to ensure letter of offer has been sent to new staff member
Supervisor
Ensure letter of offer has been signed and returned by new staff member to HR
Dept
Supervisor
Negotiate the start date with appointee and advise HR of date
Supervisor
Once letter of offer/start date is confirmed, contact new staff member to discuss:
Supervisor
arrival details, nearby parking & transport facilities;

general information about the University;
remind employee to forward completed appointment forms to Payroll of Banking
Details and Tax Employment Declaration or to bring on their first day with
Commencement of Duty form to obtain computer/building access.
Advise staff in relevant local and broader workplaces of the start date of the new
staff member and organise key contact appointment time
Supervisor
Nominate an induction partner to help the new staff member for the first month
Supervisor
Setup a Workplace Induction file to send to new staff member, if possible to inc:
create first day, first week and first month Induction schedule;
Induction
Partner
manuals, area and department listings, Division/Faculty structure etc;

ensure new staff members details are added to workplace email and phone
lists;
provide staff member with contact details of local staff members;
include academic resources such as Online Teaching (OLT) course notes,
intellectual property, research & advancement information etc
include calendars of academic development programs.
Work Area
Organise the work office by:

contacting Information Technology Services (ITS) to obtain Standard Operating
Environment (SOE) guidelines for setup;
ensuring clean work environment;
ordering appropriate stationery;
Page 16 of 21
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contacting ITS for phone connections, they will direct this to Comms Admin.
Nominate an academic induction mentor to help the new staff member for the
first six months (Name:
)
Organise a welcome morning/afternoon tea with colleagues within the first

week
Supervisor
Induction
Partner
FIRST DAY SCHEDULE

First Day:
Person/s
responsible
Item
Welcome staff member and go through the schedule for first day
Supervisor
Explain the academic role, responsibilities and expectations of new staff member
and how the position relates to the work area and their colleagues
Supervisor
Introduce staff member to work area colleagues
Outline key contacts and their roles to staff member
Supervisor
Plan and explain work for the first week
Supervisor
Tour of immediate work area including:
Induction
Partner
Induction
Partner
all relevant Faculty/School facilities;

work protocols I.e. location and use of printers etc;
explain the management of attendance and leave provisions within the
Faculty/School;
explain security, after hours access and other local workplace arrangements
such as swipe cards/keys, protocols etc;
Facilities such as Health Services, Food outlets, Library, Gym etc.
New staff
member
Complete and return all employment forms to Payroll

Commencement of Duty Supervisor
Tax Employment Declaration (if havent already done so)
Banking details (if havent already done so)
Go through with the staff member the ITS Staff Computing Guide process
Take new staff member to designated campus location to obtain photo ID card
Induction
Partner
Supervisor
Explain OH&S and emergency practices and complete the OH&S checklist.
Keep the original document in the workplace files. Refer to area Workplace
Health & Safety Officer representative
Ensure the staff member completers EO Online available through the Equity web
site http://www.equity.qut.edu.au/programs/forstaff/trainingdev/eo_online.jsp
Supervisor
Page 17 of 21
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FIRST WEEK SCHEDULE

Week start:
Week end:
Person/s
responsible
Item
Induction
Partner
Once access has been obtained, conduct a tour of the QUT web site including QUT
Virtual, Manual of Policies and Procedures (MOPP), Relevant QUT web site details
Provide more detailed information on Universitys mission and goals and where
the workplace area is located in the structure
Supervisor
Provide key planning documents including QUT Strategic Plan
Supervisor
Supervisor meet with academic to discuss roles and expectations
Supervisor
Read QUTs Code of Conduct (mandatory)
Supervisor
Discuss Employee Benefits and provide web addresses for QUTs key policies, HR
website (conditions of employment, MBF Health Fund etc)
Supervisor
Explain the different University schemes such as Performance Planning and

Review (PPR-AS), Professional Development Leave (PDL), Study Assistance
Scheme (SAS) view info on Human Resources web site (mandatory)
Supervisor
Discuss the main responsibilities of the position and agree on short-term goals to
coincide with the PPR meeting held within a month. Record any prior training
received and identify any short-term training and development needs.
Supervisor
Diarise a time for the PPR meeting with supervisor within 1 month from
commencement of employment
Follow up on appointments with key contact people if required
Introduce staff member to any relevant staff networks
Supervisor
Explain relevant filing and record systems, internal and external mail processes,
setup voicemail access
Work area
Seek feedback during the first week to check that new staff member is settling in
adequately. Provide any necessary feedback on new staff members approach to
work
Supervisor
Schedule regular catch up meetings and inform staff member of any other
regular area/department meeting dates or workplace practices
Supervisor
Complete and return all Superannuation applications and documents
Arrange for new staff member to meet the Head of School/Dean
Enrol staff member into next Welcome to QUT Orientation program (mandatory)
Identify and book any training and development required from the QUT Staff
development and training providers web page
Supervisor &
new staff
member
Where applicable discuss outstanding removal assistance and receipts with

Assistant HR Advisor (for those relocating from interstate or international)
New staff
member
Hold a Welcome morning/afternoon tea with colleagues
Induction
Partner
Supervisor &
new staff
member
New staff
member
New staff
member
Supervisor
Induction
partner
Page 18 of 21
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FIRST MONTH SCHEDULE

Month start:
Month end:
Item
Person/s
responsible
Hold the Performance Planning and Review discussion. Jointly set goals for the
first year and beyond. Discuss on-going staff development opportunities in more
detail
Supervisor &
new staff
member
Supervisor
FIRST 6-MONTHS SCHEDULE

6 Months
start:
6 Months end:
Person/s
responsible
Item
Provide constructive feedback on performance, both formal and informal
Supervisor
Supervisor
Revisit relevant development and training needs identified in PPR and modify
where necessary
Supervisor
FIRST YEAR SCHEDULE

Month start:
Month end:
Person/s
responsible
Item
Conduct final formal annual PPR review and send signed form to HR for probation
confirmation
Supervisor
Seek feedback from new staff member about the workplace induction process and
if any improvements can be made
Supervisor
Obtain feedback from past PPR and commence new cycle
Supervisor &
new staff
member
Signature of Staff member:

*** The Web version or Word document of the checklist form is to be filed with
the work area.
Page 19 of 21
CRICOS no 00213J
Employee Information Sheet

Complete the sheet and hand to the employee prior to commencement or on
their first day.
EMPLOYEE INFORMATION
Name:...........................................................................................................................................
Job Title:......................................................................................................................................
Employee No:............................................................................................................................
Work Schedule:.........................................................................................................................
School/Department:.................................................................................................................
Faculty/Division:........................................................................................................................
Immediate Supervisor:............................................................................................................
Head of School/Dept:...............................................................................................................
Dean/Head of Division:............................................................................................................
OFFICE DETAILS
Phone Number:.........................................................................................................................
Fax Number:...............................................................................................................................
Email Address:...........................................................................................................................
Street Address:..........................................................................................................................
Post Office Box Address:........................................................................................................
Campus Mail Address:.............................................................................................................
Office Room Number:..............................................................................................................
Building:.......................................................................................................................................
Page 20 of 21
CRICOS no 00213J
Useful Links
Welcome to QUT-http://www.hrd.qut.edu.au/new/orientation.jsp
Performance, Planning & Review (PPR) -http://www.hrd.qut.edu.au/staff/ppr/
Workplace Health & Safety
-http://www.hrd.qut.edu.au/healthsafety/worksafely/induction/induction.jsp
Safety & Accident Procedures -http://www.fmd.qut.edu.au/security/fire_safety/
Code of Conduct -http://www.mopp.qut.edu.au/B/B_08_01.jsp
Equity -http://www.equity.qut.edu.au/programs/forstaff/trainingdev/eo_online.jsp
Timesheets -http://www.hrd.qut.edu.au/hrinfo/hrforms/
MOPP -http://www.mopp.qut.edu.au/
Enterprise Bargaining Agreements -http://www.hrd.qut.edu.au/staff/agreements/
Smoking/Non smoking-http://www.mopp.qut.edu.au/A/A_09_07.jsp
User Guides -http://www.its.qut.edu.au/assist/userguides/
Payment Claim Forms -http://www.frp.qut.edu.au/frptoolkit/frpforms/index.jsp
Parking Form -http://www.fmd.qut.edu.au/campus_services/parking/index.jsp
University Vehicles
-http://www.mopp.qut.edu.au/H/H_07_01.jsp#H_07_01.02.mdoc
Bus Timetables - http://www.fmd.qut.edu.au/campus_services/shuttle/
Business Cards - http://www.businesscard.qut.edu.au/cgibin/WebObjects/BusinessCard.woa/3/wa/agreement?
wosid=KQ4zEL7ycMbCa7HobeeYH0
Academic Calendar - http://studentservices.qut.com/info/calendar/index.jsp
Key Administrative Dates Calendar http://www.studentservices.qut.edu.au/info/dates/key/
QUT Websites - http://www.hrd.qut.edu.au/new/links.jsp
QUT Abbreviations - http://www.hrd.qut.edu.au/new/abbreviations.jsp
Staff Development and Training - http://www.staffdevelopment.qut.edu.au/
Library Borrowing Rights - http://www.library.qut.edu.au/
Audiovisual Equipment - http://www.ihss.qut.edu.au/teaching/avsupportandeq.jsp
Account Codes - http://www.frp.qut.edu.au/frptoolkit/accounts/index.jsp
Page 21 of 21
CRICOS no 00213J

Developing A Workplace Induction

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Developing A Workplace Induction

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Developing a

A guide for supervisors at

Developing a Workplace Induction

Introduction to Workplace Induction

Why induct staff?

Creating a positive perception of the organisation and communicating the

Benefits for the Employee:

Developing a Workplace Induction

Developing a Workplace Induction

First six months

Before the staff member arrives

Developing a Workplace Induction

The First Day

Induction Program Overview:

Developing a Workplace Induction

Within the First Week

The first month

individual development in conjunction with the staff member, arranging

Maintain regular contact:

Within the first six months and first year

Developing a Workplace Induction

Workplace Induction Kit

Communication guidelines in the work area (User Guides)

Developing a Workplace Induction

Professional Staff Induction Checklist

Negotiate the start date with appointee and advise HR of date

arrival details, nearby parking & transport facilities;

Setup a Workplace Induction file to send to new staff member. If possible

manuals, area and department contact listings, Division/Faculty structure etc;

Organise the work office by:

contacting Information Technology Services (ITS) to obtain Standard;

Developing a Workplace Induction

ordering appropriate stationery;

Organise a welcome morning/afternoon tea with colleagues within the first

Developing a Workplace Induction

FIRST DAY SCHEDULE

Introduce staff member to work area colleagues

Outline key contacts and their roles to staff member

Plan and explain work for the first week

Tour of immediate work area including:

all relevant Faculty/Division facilities;

Complete and return all employment forms to Payroll

Developing a Workplace Induction

FIRST WEEK SCHEDULE

Provide key planning documents including QUT Strategic Plan

Read QUTs Code of Conduct (mandatory)

Explain the different University schemes such as Performance Planning and

Follow up on appointments with key contact people if required

Introduce staff member to any relevant staff networks

Complete and return all Superannuation applications and documents

Where applicable discuss outstanding removal assistance and receipts with

Hold a Welcome morning/afternoon tea with colleagues

Developing a Workplace Induction

FIRST MONTH SCHEDULE

FIRST 6-MONTHS SCHEDULE

Conduct mid-term PPR. Provide constructive feedback on performance.

FIRST YEAR SCHEDULE

Obtain feedback from past PPR and commence new cycle

Signature of Staff member:

*** The Web

Developing a Workplace Induction

Academic Staff Induction Checklist

Negotiate the start date with appointee and advise HR of date