Good induction processes and ongoing training are critical to help employees to understand the job and perform well. Both set the tone and expectations for the relationship.
During induction employers should:
- provide a full health and safety briefing covering:
- hazards within the workplace
- how to be safe from hazards
- the workplace evacuation plan
- an introduction to the health and safety representative
- provide any safety or other equipment required for the job and ensure the employee is adequately trained in its use before working unsupervised
- inform the employee of any reporting requirements, such as who to contact in case of absence or in an emergency in the workplace
- clarify expectations on attendance and breaks
- outline (preferably in writing) any on- or off-the-job training that the employee can expect to receive and is expected to participate in
- go over again the terms of any probation or trial period that are in the employment agreement, including the support and guidance the employee will receive during the period
- outline the expected performance standards, and when and how reviews and feedback will take place
- introduce the employee to supervisors and co-workers, and the union delegate where there is one
- make available to the employee information on any relevant policies (for example, policies on internet and email, sexual harassment, codes of conduct, reimbursement of business expenses)
- explain and, where appropriate, sign the employee up to any benefit schemes (such as medical insurance or superannuation).
Employers and employees should follow-up any issues and confirm mutual expectations and how they will deal with each other.