Manager Guide to Induction:
Because First Impressions Count
Section 1 - Introduction
This guide and checklists have been developed to enable managers to provide an effective and positive transition process for new staff. A supportive transition process enables new staff to adjust to their new work environment. Induction is an important part of the transition process hat all Swinburne staff, regardless of classification or level, should participate in.
A quality induction process ensures that the new employee feels positive about joining Swinburne and that they feel supported throughout the important first period of their employment. is about the transference of organisational knowledge and any necessary skills development. It is also a process that will assist the new employee to incorporate Swinburne's values and culture.
An effective induction increases the engagement, performance and retention of new staff by assisting them to understand and feel connected to the different aspects of their new role and what they need to know and do to be successful in their work. As a new employee’s Manager you play a key role in this process and its success.
Therefore, by the end of the induction period the new staff member should have a good understanding of what is expected of them and about the university, in particular, aspects of the university framework that relate to their work.
This guide will assist managers in developing an effective local induction for the new starter and includes a manager’s checklist on information for the new starter. The local induction should be adapted to meet the specific needs and knowledge required by different staff (e.g. general, academic, TAFE, etc).
These guidelines apply to all staff at Swinburne University.