New staff members spend a lot of time in the first three months getting acquainted with UWA processes and work roles.

We have provided a lot of information about the role of new staff, development opportunities, protocols and assistance.

Your role

The Commencing Professional Development Review (CPDR) is designed to assist new staff during the formative first two months of employment or commencement into a new role.

Checklists

We have prepared checklists to help with settling in:

• Welcoming a new staff member: A well thought-out induction can help new staff member settle in.
• Getting connected at UWA: Support to help new staff establish themselves into the University's electronic environment.
• Supervisors checklist: Responsibilities in relation to new staff members.
• Staff induction for Managers: An introduction to the School Manager or Central Admin Manager position.
• Administrative staff checklist: What administrators can do to assist new staff.
• Peer support's checklist: What to do to make new staff feel at home.

Development opportunities

You should take the opportunity to participate in a number of orientation and induction programs:

• Staff orientation: Details of programs for both new and existing staff.
• Research orientation: Invaluable resource for all research active staff.
• Teaching and Learning orientation: Specialised information.
• Sessional teaching staff induction: Specific induction kit details the expectations of the University.
• Safety induction: General safety information.
• Induction to record keeping: Ensuring staff are aware of, and comply with, the University’s record keeping standards, policies and procedures.

Protocols you need to follow

• Code of Conduct: Covers equity and justice, respect for people, and personal and professional responsibility.
• UWA Policies Relating to Equity and Diversity: Covers all people on campus.
• Educational principles: Explains UWA's commitment to educational values which imbue student learning at all levels.
• Inclusive Campus Culture: Helping staff to reach their full potential in an environment of dignity and respect based on UWA's core values of openness, honesty, tolerance, fairness and responsibility.
• Cultural diversity and inclusive practice: Cultural competence is a critical attribute for staff and graduates, and is a key component in ensuring an inclusive environment at the University.
• Life Balance: UWA’s philosophy that acknowledges that all employees have full and complex lives outside the workplace.
• Stationary templates: To help you maintain the University's corporate identity.

Key systems and assistance

• UWA's Employee Self Service (ESS): Allows you to view payslips, leave balances and payroll information.
• Getting connected at UWA: Support to help new staff establish themselves into the University electronic environment.
• Employee Assistance Program: Free, professional and confidential counselling and consultative advice service available to staff and immediate family.
• Complaint resolution: How UWA aims to resolve the concerns of a complainant in a consistent and just manner and utilise the knowledge gained for continuous improvement.
• Equity and Diversity advisers: Advisers who provide an informed and confidential source of advice and assistance to any member of the UWA campus community who has a query or concern regarding an equity or diversity matter.
• Ergonomic assistance: What's available at UWA.

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