When I'm at work: Supported employee induction Trainer's guide
This trainer’s guide has been developed as part of a resource for inducting new supported employees into the workplace.
The induction resource comprises:
- this trainer’s guide
- a learner’s workbook
- two DVDs, DVD 1 being a shorter version of DVD 2. Two DVDs have been provided to allow you to choose the most appropriate for your supported employees.
The resource provides you with an overview of what you might include in an induction program. It comprises key topics, strategies to address them, a timeline, and a checklist for doing so. Its structure is outlined below.
A good induction program will introduce new supported employees to the workplace, help them settle into their new positions and also provide them with valuable information necessary for carrying out their roles. It is the supervisor/team leader’s responsibility to ensure new supported employees are successfully inducted.
An induction program needs to include:
- an overview of the induction process
- general background information about the organisation
- the employer’s legal obligations
- the conditions of employment
- introductions to key personnel
- familiarisation with services and facilities.
What each of these inclusions mean for the supervisor/team leader and new supported employee is outlined on the following pages.
Overview of the induction process
It is very important to explain the induction process to new supported employees, including what they can expect, who will be conducting the induction, and how long it will take.
Background information about the organisation
The induction process should include background information about the organisation, such as:
- maps of the area and buildings
- the history of the organisation
- the organisation’s structure
- an outline of management roles
- strategic alliances and plans
- the organisation’s code of conduct.
Employer’s legal obligations
It is a condition of employment that all employees read and understand the legislative requirements. Although the organisation’s policy documents will provide most of the important information about employee and employer legislative obligations and requirements, you need to discuss this information with new supported employees to ensure they completely understand it. Providing a list of the relevant state and commonwealth legislative Acts the organisation may be required to adhere to would be useful. Some of the employer’s important legal obligations are contained in the following legislation.
- Commonwealth Disability Services Act 1986
- Australian Capital Territory Disability Services Act 1991
- New South Wales Disability Services Act 1993 No 3
- Northern Territory Disability Services Act 27 Oct 2004
- Queensland Disability Services Act 2006
- Tasmania Disability Services Act 1992
- Victoria Disability Services Act 1991 and Intellectual Disabled Persons Services Act 1986
- Western Australia Disability Services Act 1993
- Commonwealth Disability Discrimination Act 1992
- Commonwealth Occupational Health & Safety Act 1991
- Commonwealth Privacy Act 1988
- Disability Services Standards
Other important legal responsibilities of the employer include the development of:
- a policy to exclude bullying and harassment
- emergency/evacuation procedures
- a system to ensure the appropriate administration of first aid.
Conditions of employment
It is vitally important that you, as a supervisor or team leader, explain to the new supported employee the conditions of employment (including probation and induction period) and the expectations of the role. You should conduct the first performance appraisal discussion in the first week of employment.
Introductions to key personnel
Introducing the new supported employee to key personnel and important contact people in the workplace is an important part of the induction program. These people may include:
- a workplace colleague who can act as an induction buddy
- the human resource coordinator
- the library contact
- the OH&S representative
- an IT support person
- managers of divisions or units.
Familiarisation with services and facilities
With the induction buddy’s assistance, you should help the new supported employee to locate useful services and facilities. These may include:
- the cafeteria
- the toilet
- car parking areas
- keys and access cards
- HR services
- IT help desk
The learner’s workbook is a Microsoft Word® document that is designed to be customised to your organisation and its needs.
Workbook content that is highlighted with grey shading is designed to be replaced, if necessary, by information relevant to your organisation.
Once customised to the workplace, the learner’s workbook should be completed by the inducting staff member, together with the new supported employee.
The learner’s workbook contains a sample DVD questionnaire that should
be completed with the new supported employee during the viewing of either
of the DVDs. This activity will help you to confirm whether or not a new supported
employee has understood the induction process. These questions are by no means
exhaustive and you should add/replace questions that are specific to your
organisation, as you see fit.