Induction and exiting of staff

see also Line management

Subsections below: Induction of new staff, Confidentiality, Exiting of staff, Mentors and Probation.

IoE Policy	Unit Policy Reviewed 09/07/10	Admin procedure Reviewed 09/07/10	Staff procedure Reviewed: 09/07/10
INDUCTION OF NEW STAFF The IoE website has a section on staff induction linked. All new staff will be invited to a formal IoE induction session (wine reception), held three times a year by the Directorate and Staff Development. The Faculty of Children and Health, of which SSRU is a part, also has information about induction for new staff members (linked here)	INDUCTION OF NEW STAFF See IoE policy A revised Unit Induction policy has been developed and is available here.	INDUCTION OF NEW STAFF See Unit Policy	INDUCTION OF NEW STAFF The Unit Administrative Officer is responsible to co-ordinating the induction of new staff to SSRU, with the support of her line manager and the new member of staff’s Project Director and mentor. Project Directors and/or Line Managers are expected to be available during the new member of staff's first day. All members of staff are expected to play a role in welcoming new staff. Individuals are expected to take on the role of mentors (see below).
CONFIDENTIALITY All members of the IOE (staff, students, external members of statutory committees); visitors to the IOE; partners with and sub-contractors to the IOE; and any other authorized users of the IOE’s information are expected to have understand the importance of Information Security Management and have proper regard to the confidentiality, integrity and availability of the information held by the IoE, as per the IoE's Information Security Management Policy.	CONFIDENTIALITY See IoE policy	CONFIDENTIALITY See IoE policy	CONFIDENTIALITY See IoE policy
EXITING OF STAFF IoE Exiting Policy and Procedures are available to download (Dated Feb 2003). This includes a leavers’ form, exit questionnaire, and leavers' checklist.	EXITING OF STAFF A revised Unit Exiting Policy applying to all members of staff leaving the Unit has been developed and is available here.	EXITING OF STAFF See Unit Policy (which includes checklist)	EXITING OF STAFF See Unit Policy (which includes checklist)
MENTORS IoE Policy is currently unclear and needs clarifying with Human Resources. The Institute used to have an advisor scheme and then brought in a new probation scheme. It’s not clear how these relate or whether staff have mentors as a matter of course.	MENTORS Each new staff member is allocated a mentor by UMC on induction. The mentor is chosen from, as far as possible, a different stream area of work at the Unit. The Mentor should assist with the induction process by welcoming the new colleague and supporting them for the first year of their employment If at any stage individuals wish to change their mentor they should raise this with their Line Manager who will work with the Unit Management Committee to arrange this. A list of Mentors is available here.	MENTORS The Unit Administrative Officer is responsible for keeping the list of mentors up to date. The current list of staff and mentors is available here	MENTORS It is the mentor's responsibility to arrange to meet the new employee on their first day of work and introduce them to colleagues at the unit and within the institute. Once the induction process is completed, the mentor should meet further with the new employee at least monthly during the 1^st year of their employment and provide informal peer support to this colleague in the future.
PROBATION IoE policies on Probation for researchers and administrative and clerical staff are available via the IoE website, including: Probation for research staff Probation for clerical and administrative staff Probation for 'academic' staff (including professors)	PROBATION See IoE policy Staff appointed following a formal recruitment process (whether open to SSRU candidates, IoE-wide, or external) are normally required to complete a period of probation. It is the responsibility of the member of staff chairing the recruitment panel to indicate this on the form sent to Human Resources. When the member of staff has already completed probation whilst employed at the Institute of Education for a very similar post with very similar selection criteria, roles, responsibilities, and staff grading, however, she/he should not be on probation for the new appointment. Please also note that probation is not normally applicable when members of staff take up open-ended contracts offered on the basis of four years continuous work at SSRU.	PROBATION See IoE policy.	PROBATION See IoE policy. Full details of individuals’ probation conditions are sent to staff members and line managers at the start of a staff member’s employment. IoE policy requires reports to be completed at certain stages of the process. A copy of all reports should be given to the Faculty Research Consultancy and Knowledge Transfer Manager to be kept in the staff member's file. IoE’s general principles of good practice include advice on what to do if you have concerns about a member of staff’s performance during their probation.

IoE Policy

Unit Policy

Reviewed 09/07/10

Admin procedure

Reviewed 09/07/10

Staff procedure

Reviewed: 09/07/10

INDUCTION OF NEW STAFF

The IoE website has a section on staff induction linked.

All new staff will be invited to a formal IoE induction session (wine reception), held three times a year by the Directorate and Staff Development.

The Faculty of Children and Health, of which SSRU is a part, also has information about induction for new staff members (linked here)

INDUCTION OF NEW STAFF

See IoE policy

A revised Unit Induction policy has been developed and is available here.

INDUCTION OF NEW STAFF

See Unit Policy

INDUCTION OF NEW STAFF

The Unit Administrative Officer is responsible to co-ordinating the induction of new staff to SSRU, with the support of her line manager and the new member of staff’s Project Director and mentor.

Project Directors and/or Line Managers are expected to be available during the new member of staff's first day.

All members of staff are expected to play a role in welcoming new staff. Individuals are expected to take on the role of mentors (see below).

CONFIDENTIALITY

All members of the IOE (staff, students, external members of statutory committees); visitors to the IOE; partners with and sub-contractors to the IOE; and any other authorized users of the IOE’s information are expected to have understand the importance of Information Security Management and have proper regard to the confidentiality, integrity and availability of the information held by the IoE, as per the IoE's Information Security Management Policy.

CONFIDENTIALITY

See IoE policy

CONFIDENTIALITY

See IoE policy

CONFIDENTIALITY

See IoE policy

EXITING OF STAFF

IoE Exiting Policy and Procedures are available to download (Dated Feb 2003).

This includes a leavers’ form, exit questionnaire, and leavers' checklist.

EXITING OF STAFF

A revised Unit Exiting Policy applying to all members of staff leaving the Unit has been developed and is available here.

EXITING OF STAFF

See Unit Policy (which includes checklist)

EXITING OF STAFF

See Unit Policy (which includes checklist)

MENTORS

IoE Policy is currently unclear and needs clarifying with Human Resources.

The Institute used to have an advisor scheme and then brought in a new probation scheme. It’s not clear how these relate or whether staff have mentors as a matter of course.

MENTORS

Each new staff member is allocated a mentor by UMC on induction. The mentor is chosen from, as far as possible, a different stream area of work at the Unit. The Mentor should assist with the induction process by welcoming the new colleague and supporting them for the first year of their employment

If at any stage individuals wish to change their mentor they should raise this with their Line Manager who will work with the Unit Management Committee to arrange this.

A list of Mentors is available here.

MENTORS

The Unit Administrative Officer is responsible for keeping the list of mentors up to date.

The current list of staff and mentors is available here

MENTORS

It is the mentor's responsibility to arrange to meet the new employee on their first day of work and introduce them to colleagues at the unit and within the institute. Once the induction process is completed, the mentor should meet further with the new employee at least monthly during the 1^st year of their employment and provide informal peer support to this colleague in the future.

PROBATION

IoE policies on Probation for researchers and administrative and clerical staff are available via the IoE website, including:

Probation for research staff

Probation for clerical and administrative staff

Probation for 'academic' staff (including professors)

PROBATION

See IoE policy

Staff appointed following a formal recruitment process (whether open to SSRU candidates, IoE-wide, or external) are normally required to complete a period of probation. It is the responsibility of the member of staff chairing the recruitment panel to indicate this on the form sent to Human Resources. When the member of staff has already completed probation whilst employed at the Institute of Education for a very similar post with very similar selection criteria, roles, responsibilities, and staff grading, however, she/he should not be on probation for the new appointment.

Please also note that probation is not normally applicable when members of staff take up open-ended contracts offered on the basis of four years continuous work at SSRU.

PROBATION

See IoE policy.

PROBATION

See IoE policy.

Full details of individuals’ probation conditions are sent to staff members and line managers at the start of a staff member’s employment.

IoE policy requires reports to be completed at certain stages of the process. A copy of all reports should be given to the Faculty Research Consultancy and Knowledge Transfer Manager to be kept in the staff member's file.

IoE’s general principles of good practice include advice on what to do if you have concerns about a member of staff’s performance during their probation.

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