NEW STARTER GUIDANCE AND CHECKLISTOctober 2021

CONTENTSWhat you can expect 3 Managers checklist for welcoming a new starter 6 Day one 8 First week 10 Six weeks 12 Three months 13 Six months 14 Academic/research staff only 15 Knowledge Exchange 18 Training requirements 19 Confirmation signatories 22

WHAT YOU CAN EXPECT

Pre arrival

Your manager will arrange the equipment, an induction mentor and your essentials for the day.

Week one

You will meet with your manager and team and become familiar with core policies and processes.

Week six

Your manager will arrange an interim review by the end of week six to discuss your progress, objectives and development.

Three months

Your manager will arrange by the end of month three to review your progress, objectives and development.

Six months

Your manager will arrange a final review by the end of month six to discuss your progress and set ongoing development objectives.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 3Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 4Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 5Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

INTRODUCTION

This new starter guidance and checklist is designed for use by all staff; apprentices, professional, managerial, support, academic and research staff to induct them into the organisation and ensure the required training and key information is provided within the first six months in role. This document is supported by the new starter webpage.

The aim of this document is to provide a framework to guide departments through the induction, by detailing the typical activities and information a new member of staff may need to know, and to provide examples of things to cover at the different stages of each of the processes.

The objectives of the induction is to help new staff to become familiar with: • The University and Divisional/Departmental Plans• Their individual role and responsibilities, and expectations• The University processes in relation to probation and Reflect, Plan and

Develop (RPD) • The culture and working practices within the department• Relevant employment policies and procedures and any other

departmental, division or University practices relevant to the role• The team in which they will be working• The physical and social environment• Apprentice – link their Induction to the enrollment of their apprenticeship

and learning plan.

An initial meeting should be arranged on the first day of employment and from there the departmental induction may run over a number of sessions.

This information should be collated by the line manager or another nominated person.

This checklist is intended to be downloaded and used as a working document so that activities can be signed off once completed. The completion of this document will also form part of the requirements for completion of probation.

NOTE : Not all staff who are being inducted are new to the University; this checklist can also be used flexibly to reflect the specific needs and requirements of individuals, ie new to department/ return to work after an extended period of leave with relevant aspects marked as not applicable and any mandatory training aspects undertaken and signed off as completed by all staff and their managers.

This document, once completed (accompanied by the completed probation form where applicable) should be sent to your Department/Divisional HR Manager. This will then be the document that will be uploaded to the staff member’s Staff Connect profile as a record that it has been completed.

Staff member name:

Job role:

Line manager:

Start date:

MANAGERS CHECKLIST FOR WELCOMING A NEW STARTERHow to support a new starter

An effective induction will help to ensure that a new member of staff settles in well and gains an understanding of the organisation and its culture as soon as possible. It should also ensure that they have the opportunity to quickly become an effective team member.

Putting together a sufficient, all round induction process is not difficult, but can be overlooked. Induction isn’t just about the first few days, it is an ongoing process that takes several months. This guidance will help you prepare for a new starter in your team and think about how to make this as effective as possible. Within this section of the new starter checklist there are some specific actions for managers to help prepare for your new starter.

Effective induction should include: • The basics – provision of equipment, system access, security passes,

health and safety information, organisation charts / structures, building orientation – and any other information the member of staff needs to get up and running.

• An overview of the ‘big picture’ – including strategy, vision, values and long term plans for the organisation and department.

• Key policies and procedures and any mandatory training that needs to be completed.

• Meetings with key individuals, colleagues and stakeholders. • Regular meetings with the manager to check in, provide feedback and

set/review initial objectives. • Provision of role-specific information including a clear job description and

summary of responsibility and duties. • Team priorities and projects. • Provision of a buddy or mentor.

• A learning and development plan. • If an Apprentice ensure they are enroll on their course and have an

Apprenticeship plan that aligns to the their work objectives

Remember to take into account any reasonable adjustments that might be required to support staff with disabilities to have an effective induction.

If the new starter is a manager

The following should also be considered

What training should they attend? The Talent and Organsational Development (T&OD) department offer a range of courses relevant to new managers. You can find the full list of training identified for manager’s in the Table of training on page 19 and on the New Starter page.

There is a range of online resources that are available on demand called Manager’s Essentials that you can find within staff training Moodle including some on remote working that may be useful (Future of Work module). Existing manager and New managers should also be made aware of the Leadership Behaviours Framework (LBF) which provides guidance on the expected behaviours.

What should they expect from you? As a manager you will need to ensure that formal objectives are set and that they have a clear understanding of what is expected of them to succeed as an individual and as a manager. The new starter should also meet with you regularly, and discuss their learning and development needs.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 6Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Pre-arrival to be completed by the Manager

Action Add Initials Completed by manager

Decide who in the department is going to take overall responsibility for inducting, or co-ordinating induction.

Assign a Probation/Apprentice Mentor to support through probation.

Name of Probation/Apprentice Mentor:

Identify the office and / or other facilities that need to be in place and check the provision of these.

Draw up a Probation & Induction Programme (template available) to cover the key meetings and activities for the first few weeks in the role.

Create objectives and set expectations to cover the probation period.

Send any useful information about the University, the school/department, role and Probation & Induction Programme, as necessary, to your new staff member.

Arrangements made for obtaining KentOne cards, passes, computer access codes and office keys and access to drives and shared areas.

Contact new staff member to check they have everything they need, know where to go, where to park, to whom to report and when, on their first day – send campus maps.

Where a disability has been disclosed, assess for reasonable adjustments in consultation with designated HR Adviser and Occupational Health and where necessary arrange for Access to Work funding within first six weeks.

Remember to complete the inclusion passport with the individual and store in Staff Connect.

Where a new member of staff is relocating from overseas, provide information on helping them to settle into life in the UK.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 7Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

DAY ONE

On your first day your line manager will talk you through the probation process and welcome you to your new role, providing you with information they have prepared in advance about the expectations regarding your work performance, conduct and attendance and a copy of your probation and induction programme.

You will be taken through your job description and main duties of the role, detailing any key service and performance standards specific to your school/department. This may include: • Setting expectations of behaviours and standards and how these will be

monitored, including frequency• Quality and quantity of output expected• A discussion on any skills you will need to acquire and protocols to learn• Deadline to be met• Key stakeholders and working relationships.

You should also be assigned a probation/Induction mentor who will be there to help you settle into your role and will act as a source of advice and information as well as a confidential ear.

The checklists within this document detail information and activities to understand at the appropriate stages and be marked as completed once undertaken.

You will also be invited to complete/attend the Online lnduction Module and attend the Central Welcome event.

Day one – for all staff

Orientation

Action Confirm completed

Discuss how the probation process works and expectations and how it will feed into the University appraisal scheme (RPD).

Line manager introductions and welcome to the team.

Confirm eligibility to work (if not already done), bank details for payroll, and pension scheme eligibility with the area HR team.

Confirm hours of work and timekeeping (including any flexibility), lunch and other breaks – Review the Hybrid working scheme and go through the application process if applicable.

Orientation to the department, including location of toilets, kitchens and other facilities.

Travel/car parking arrangements, including parking permit, cycle to work schemes, car share, bus routes and discounted tickets and location of bike sheds, as required, explained.

Overview of University facilities and services available to staff including, catering outlets, sports facilities, shops, library, banks, Campus Security.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 8Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

People

Action Confirm completed

Introduced to Director of Division/Head of School or /Department.

Introduced to department colleagues and co-workers.

Introduced to Probation/Induction Mentor.

Introduced to department Health & Safety Co-coordinator.

Introduced to department EDI Representative.

Safety, Health and the Environment NB: For some working environments (such as laboratories) new members of staff must have a Health & Safety briefing before starting work

Action Confirm completed

Provide instructions regarding the emergency evacuation arrangements for the building(s) in which based.

Provide a copy of the Health & Safety procedure for the department, names and locations of first aiders and the procedure for reporting accidents and hazards.

Building security arrangements explained and SafeZone app highlighted.

Review and complete Health, Safety and Environmental Sustainability induction within Staff Training Moodle and activities within Awaken (DSE self-assessment and Sustainability Awareness Training) which will be sent to you from the HSES Department. Date completed:

Information Systems

Action Confirm completed

Rules regarding Email access, personal use of computing facilities and telephones explained and introduced to Outlook electronic calendar.

IT account set up and accessed.

Use of PC shared drives / directory structure, approved hardware and software usage and information on computer user guidelines explained. Also available Office 365 – Outlook, OneDrive and Teams.

Provide the location of the nearest open-access PC and give any local guidance on appropriate use (for staff without regular PC access) Location:

Provide demonstration on how to access MyView, in Staff Connect highlighting how to undertake key activities and how to update EDI and personal data.

Date completed:

Book member of staff onto the next Staff Central Welcome event via Staff Connect Training tab.

Date of booked event:

If the member of staff is a line manager, provide training on the use of My People tab on Staff Connect and review potential training for them.

Date completed:

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 9Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

FIRST WEEK

At the end of our first week your line manager will meet with you to check how you have settled in and start to set some objectives and goals for work on over the probationary period. They will also clarify the duties and responsibilities of your role in line with your job description.

Your checklist and induction programme will be reviewed to check on progress and any further meetings or development activities will be arranged if needed.

During this week the standards of performance and conduct required will be discussed along with how this will be monitored and recorded as well as any development required to ensure that you can meet them.

Any Actions and objectives from this meeting will be recorded on the probation form so that it can be referred back to during your probation.

First week – for all staff

Action Confirm completed

Details of any University-wide Policies provided, along with their location on the Staff Guide.

Direct staff member to other information/policies relevant to their role (including Anti-Bribery and Corruption, Freedom of Information, Declaration of Interests, Fraud Prevention, Safeguarding, Personal Relationships and PREVENT).

University IT Regulations (PC, laptops, mobile devices, VPN) read. Date read:

Ensure staff members have read the Dignity at Work – Policy and Process and know how to reportinappropriate behaviour and harassment via theonline staff reporting tool.

Introduced to relevant systems to be used (CMSDS, Unit4 Business World (UBW), SharePoint, VLE (Moodle) & Virtual Learning Environment) and relevant support training booked.

Arrangements for working remotely / access from outside the University explained (VPN – Global protect and Authentication set up).

Explanation provided of the key aspects of the job including important contacts, an explanation of how the job fits in with the wider department role and objectives as well as the wider University and copies of all relevant policies and procedures pertinent to the role provided.

Outline requirements for contacting the appropriate person in the event of absence.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 10Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Action Confirm completed

Department Organisation Chart and staff lists provided.

Provided with an up-to-date copy of the job description for reference throughout the probation period, together with an overview of the main responsibilities of the role.

Discuss how performance will be monitored and when it will be reviewed informally and formally (details of one-to-one meetings).

Discuss performance standards and expectations of the role and set initial objectives, recording relevant information on Probation Form.

Administrative systems within the department explained (stationary ordering, booking meeting rooms, mail post room etc).

Issues of confidentiality and other relevant legal issues, for example intellectual rights and keeping records, discussed (links to below point).

Introduce and discuss the University Code of Conduct.

Details provided of team meetings and departmental and wider University communications, including an introduction to Staff Guide and EDI website.

Stage 1 Review meeting held (first week) Date and location of meeting

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 11Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

SIX WEEKS

By the end of the sixth week your line manager will schedule a first review meeting to review your progress against the set objectives and checklist.

This is also an opportunity to talk about any areas of concern for you or for your manager and create a plan to identify any further support with clear objectives and expectations recorded within the probation documentation

Now that you will have a greater understanding of the role and of the University further information on other processes can be discussed ie Institutional and divisional/department/school plans to show how the role fits into the bigger picture, trade unions, wellbeing resources and further development.

They will also review any comments made at the Stage 1 meeting and document any further discussions.

Six weeks – for all staff

Action Confirm completed

Stage 2 Review meeting held (interim). Date and location of meeting:

Insurance for business trips (where appropriate) explained.

Procedure for claiming expenses and other relevant financial regulations, explained.

Information provided on departmental and Institutional plans, and key University publications as relevant (prospectuses, annual report, newsletters).

Details provided of Trade Union membership, the University Green Impact Scheme and other University sports and social & EDI networks, schemes and groups.

Details provided of Wellbeing at work and support services available (Occupational Health, EAP, Counselling Service, Mediation Service, Harassment Contacts, Mental Health Support).

Discussion of learning / development needs and identification (including completion of mandatory training).

Ongoing review of progress and support given where required, through both informal conversations, one to ones and Formal Review meetings.

Apprentices Ensure the Apprentice, mentor/line manager is enrolled onto training and that all parties attend progress reviews with the training provider.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 12Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

THREE MONTHS

By the end of the third month your line manager will schedule another review with you and will follow the same format as the previous review. They will review any areas that were highlighted at the previous meeting and discuss progress and any further development required.

Three months – for all staff

Action Confirm completed

Stage 3 Review meeting held (interim). Date and location of meeting:

Apprentices Meeting arranged between Apprentice, manager and training provider.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 13Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

SIX MONTHS

For professional service staff. By the start of your sixth month your manager will arrange your final review.

For academic/research staff. Your manager will arrange your final review towards the end of your probation period (three years)

In most cases, if probation and induction have been delivered effectively and standards met then the probationary period will be completed.

The final review meeting provides an opportunity for your manager to highlight positive aspects and areas for further attention and set the ongoing objectives that will be discussed in future one to ones and via the (Appraisal) RPD process.

A record of the meeting will be added to the probation form and along with the completed checklist be sent to your local HR team for them to confirm you in post.

Six months – for professional service staff

Action Confirm completed

Stage 4 Review meeting held (final). Date and location of meeting:

Apprentices Conduct a review of learning and work objectives, if appropriate contact the EAM to arrange for a salary increase to be processed.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 14Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

ACADEMIC/RESEARCH STAFF ONLYThis section focuses on the specialist induction needs of new academic and research staff.

It is intended to identify all the areas with which new members of academic and research staff will need to become familiar during their employment at Kent, including those relating specifically to their academic and/or research responsibilities.

This is offered as a guide and is not prescriptive; it has been prepared in response to suggestions and ideas from managers and from members of staff, past and present.

New members of academic staff should refer to the Academic Staff Probation Policy.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 15Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Learning and teaching

Action Confirm completed

Introduce to the Education and Student Experience at both School and Divisional level, who will provide an introduction to learning and teaching across the School and the management of programmes across the Division, eg quality assurance, validation and periodic review.

Provide access to the University Strategies on: • Learning and Teaching• Widening Participation.

The Education Directorate provide information services including: • PGCHE and AFS programmes• Support and continuous professional

development for staff in learning and teachingroles, eg the Learning and Teaching Network,E-learning Forum and Centre for the Study ofHigher Education (CSHE) seminar series.

Assign a mentor from within the School/Department for new staff who have not been assigned a mentor to meet the specific requirements of the PGCHE/Academic Probation Policy. Note that the probationary supervisor/mentor should, if possible, not be the same person who acts as PGCHE mentor. (List name).

Action Confirm completed

Assign teaching duties to the new member of staff.

Provide a balanced workload to support the development of a research profile. It is expected that the teaching load will be lighter at this point in their career.

Brief on the administrative support systems and deadlines related to the University/Division/ Department (including the setting of examinations).

Provide information on support for taught and research postgraduates, and academic and research staff at University, Division and School levels, including an introduction to School and Divisional Directors of Graduate Studies, and the Graduate and Researcher College.

Support for Learning and Teaching

Action Confirm completed

Provide support for learning and teaching: • Provide information on how to book and use

lecture theatres and other teaching space and the support available, eg Audio Visual Services.

• Provide an introduction to preparing anddelivering a lecture.

• Provide opportunities to observe the teaching ofa more experienced colleague.

• Arrange for the new member of staff to have theirteaching observed and reviewed by a moreexperienced colleague, NB: For staff on probationthis is a requirement under the Academic StaffProbation Policy.

Action Confirm completed

• Provide guidance on the duties andresponsibilities of supervising PhD students.

• Introduce Moodle, the University’s VirtualLearning Environment.

• Describe the administrative support available forteaching and research.

• Provide the administrative deadlines (eg examsetting).

• Introduce the procedures and skills required forrecruiting undergraduate applicants/potentialresearch students and postgraduate taught andresearch students.

• Introduce the School undergraduate andgraduate admissions procedures.

• Outline the role of the tutor and pastoralresponsibilities, including the support networksavailable to students (DDSS, Counselling Service,the College and Community Life Team, KentUnion etc).

• Provide information about the library resourcesand services eg Subject Librarians.

Research/Innovation

Action Confirm completed

Provide support for research and innovation: • Provide an induction to research and innovation

at University, Divisional and School/Departmentlevels, including introducing School and DivisionalDirectors of Research and Innovation, Researchand Innovation Services, and the IS Research andScholarly Communication Support team.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 16Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Action Confirm completed

• Introduce research and innovation elements of the Kent 2025 Strategy, and explain what the University’s expectations are for staff in terms of publishing and applying for research and innovation funding.

• Introduce Divisional R&I strategy and any relevant supporting documentation.

• Provide information on the procedures of developing and submitting research and innovation grant applications via Divisional R&I teams, including the need to contact the HR Recruitment team (jobs@kent.ac.uk) to discuss whether or not a researcher should be named on the bid or whether advertising would be required, and Research and Innovation Services to calculate the staff costs involved.

• Provide a background to publishing a research paper and refer to the ‘Services to support your research’ blog for up-to-date specialist guidance.

• Introduce to mechanisms for bidding and for managing research, including the ‘Fast Track’ scheme.

• Highlight the ‘Central Researcher Induction’ module for academic and research staff, including the ‘Useful links’ document.

• Explain the range of training, development and support sessions which are available through the GRC, Grants Factory, IS Research and Scholarly Communication Support and the Divisions, as well as the Early Career Researcher Network (ECRN) and Talent and Organisational Development/other central departments.

• Emphasize the University’s commitment to researcher development and support as demonstrated by its commitment to the Researcher Development Concordat and the HR Excellence in Research Award.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 17Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

KNOWLEDGE EXCHANGEBreaking down the barriers between business and academia is a priority for Research & Innovation Services (RIS), who want to put to rest the myth that the world of academia is unapproachable to business. RIS provide information on the role of knowledge exchange in demonstrating impact from: • research; • internal funding initiatives; • policies and key areas of engagement such as collaborative projects,

consultancy, training and professional development; • submitting research and innovation funding bids including Knowledge

Transfer Partnerships, follow-on and proof of concept funding; • commercialisation of research; • student placements; and, • student enterprise.

Knowledge Exchange

Action Confirm completed

Provide support for Knowledge Exchange: • Provide an introduction to Knowledge Exchnage

at University, Divisional and School levels, including introducing School and Divisional Directors of Research and Research & Innovation Services representatives.

• Introduce the University’s Innovation Strategy, policies and procedures.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 18Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

TRAINING REQUIREMENTSAll staff members are to undertake the training required for their stated role.

All new staff must complete the essential mandatory training as stated, within their probationary period and existing staff where it has been more than three years or where the training has never been completed, complete the Essential training within the time frame of the refresher cycle ie within two or three years depending on the programme.

The other mandatory training will be monitored for completion as part of the RPD process and should also be reviewed as part of the promotion, probation and reward processes.

Those staff that have accredited prior learning or significant experience in the other mandatory training modules, may have the completion of this training waived within staff connect and marked as completed on production of evidence of qualification/experience and an understanding of Kent processes which is approved by their line manager.

Evidence can be added to Staff Connect within the My Development/Qualifications section.

Where a member of staff is on a contract that is shorter than the usual probation period – discretion is given to their line manager to prioritise the most relevant training to be completed for the health and safety of the individual and the requirements of the role.

Equality Diversity Inclusion (EDI) Training

This is to ensure that all staff have knowledge of EDI and shows the commitment that the University has to fostering a positive work environment where all staff are treated fairly, with dignity and respect and consideration.

All members of the University community have a responsibility to create an Environment which is free from harassment, bullying, unlawful discrimination and Victimisation. (Section 1.2 Dignity at work policy).

As a public sector organisation we also have to comply with the Public sector equality duty and so have due regard to the need to: • Eliminate unlawful discrimination, harassment and victimisation and other

conduct prohibited by the Act. • Advance equality of opportunity between people who share a protected

characteristic and those who do not. • Foster good relations between people who share a protected

characteristic and those who do not.

The level of EDI training supports the ability of the university to comply with these requirements.

Managers Training

The training for managers will to enhance leadership confidence and capability. It will apply to managers new to the university and managers new to the role with, it also includes those managing research projects and associated teams. The training will also be complemented by procedural guidance and training within the Divisions/Departments, as appropriate. The overall objective is to ensure managers feel confident in their role and are able to support their reports when faced with a number of different situations and to be accountable for their contribution to empower others to take accountability.

Academic and Researcher Training

It is recommended that all academic and research staff complete the specific listed training for academic and researchers as soon as possible. The Central Researcher Induction module is designed primarily for staff who research but will also be relevant and useful to those on an Education, Scholarship and Professional Practice contract.

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 19Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 20Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Mandatory training

Essential Training to be completed during the relevant Probation period.

Audience Course description Method of delivery Duration minutes Refresher period Confirm completed

All staff New Staff Induction Online – Moodle 60 N/A

Central Welcome Event Face-to-Face 120 N/A

Promoting Inclusion Face-to-Face 120 Three years

EDI Training

Diversity in Higher Education Online – Moodle 30 Three years or legislation updatesUnconscious Bias Online – Moodle 30

Digital Accessibility Online – Moodle 30

SHE

Introduction to Health, Safety and Environmental Sustainability

Online – Moodle 30 Three years or legislation updates

Display Screen Equipment Online Awaken 30

Sustainability eLearning Online – Moodle 30

Compliance/Legislative

Anti-bribery and corruption Online – Moodle 30 Three years or legislation updates

GDPR Online Marshalls 45 Two years

Prevent Online – Moodle 30 Three years or legislation updates

Student facing roles

Identifying and responding to student mental health problems

Online Marshalls 30 Three years or legislation updates

Expect Respect Module Online Moodle (student instance)

60

Academic and Research staff

Induction for Research staff** Online Moodle E 30 Three years or legislation updates

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 21Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

Other Mandatory Training

Monitoring through other processes

Duration* – timings are approximate. Blended* – could be a number of different methods of delivery – online, face-to-face, videos, webinars handouts etc. ** Only this module will count towards the 10 Days of Development required for the Researcher Development Concordat. Where possible refresher training will be a review of key points and not a repeat of the original training.

Audience Course description Method of delivery Duration minutes Refresher period Confirm completed

All staff EDI Training

Bullying and harassment Online – Moodle 30 Three years or legislation updatesMental Health Awareness Online – Moodle 30

Challenging Racism Online – Moodle 30

LGBTQI Online – Moodle 30

Active Bystander* Blended 30/120

Compliance training

Act (Action Counter Terrorism) Online Moodle 45 Three years or legislation updates

Student Acting on shared experiences Online Moodle 30 Three years or

facing roles (Challenging racism) legislation updates

All managers Appraisal Training Blended* 30/60 As required

Challenging Racism – Blended* 30/120Inclusive Line Managers

Reasonable adjustments Online Moodle 30

Mental Health for Managers Face to Face 180

Equality Impact Analysis Online Moodle 30

Recruitment and selection Online Moodle 30

Management Skills Portfolio Online Moodle 180

Developing others Online Moodle 30

NEW STARTER GUIDANCE AND CHECKLIST

Knowledge Exchange 22Introduction

Managers checklist

Day one

First week

Six weeks

What you can expect

Three months

Six months

Academic/ research

Training requirements

CONFIRMATION SIGNATORIESPlease note: by signing this document you are confirming that all the relevant outlined activities within the guidance and checklist have been reviewed and completed.

Line manager signature:

Date:

Staff member signature:

Date:

Image: Freepik.com

University of Kent The Registry, Canterbury Kent CT2 7NZ

www.kent.ac.uk

DP

C 1

3101

4 10

/21