To help you settle into your new role, a structured induction plan is crucial. Your induction plan is tailored depending on the type of job you do. Staff Development coordinates the induction process for new staff by separating new staff into eight different categories depending on job role.
There are a number of different induction resources available to you in your new Teaching Fellow role:
YOUR INDUCTION PLAN
Before you begin [section 1]
New Staff information pack
On-line induction resource
Reporting to the recruitment office
As soon as you begin [section 2]
School/Unit induction
In your first semester [section 3]
University induction
Diversity Awareness
Mentoring Scheme for new academic staff
Specialist induction for you [section 4]
Academic Staff Development Programme
Subject Specific induction
Your on-going development [section 5]
CAPOD
Teaching observation scheme
Early career academics’ mentoring scheme
Q6
1. Before you begin
New Staff Information Pack
Before you start work you will be sent your New Staff Information Pack which includes salary scales, pension details, removal/relocation expenses information etc
Online Induction
This resource contains information about relocating to St Andrews, the town and the University, transport options, social activities and some key University staff.
Reporting to the Recruitment Office
Either in advance of your starting, or on your first morning you should report to the Recruitment Office in the Old Burgh School, Abbey Walk with your passport and copies of your qualifications. This will allow your Staff ID card to be created, which in turn enables you to set-up your IT Services account.
2. As soon as you begin
School Induction
On your first day, your Head of School should meet with you and take you through the induction checklist. This checklist lists some of the practical things you need to know and do, at a School level. In your first week, your Head of School should revisit the checklist and discuss School procedures, facilities and training or development needs. A copy of the induction checklist is enclosed.
3. In your first semester
University Induction for All New Staff: This event is mandatory for all new staff
This event forms part of your formal induction to the University and, therefore, the Master requires your attendance. The intention is that it will be a valuable as well as a convivial introduction to the University and its senior management and, of course, that it will help you to meet other newly appointed colleagues.
The event will be chaired by the Deans of Arts and Science and will include discussion sessions with members of the Principal’s Office, and key contacts from a variety of Support Units. It will provide insight into the teaching and research cultures of the University, our structures and support services, and key University strategies. There are three University Induction days each year, in September, February and May. In the shaded box on the front of this document you will find your Induction Plan, and the date of the University Induction to which you are invited is stated.
More information, and a programme can be found at: www.st-andrews.ac.uk/staff/ppd/Newstaffinduction/
Please note that you must register your place in advance, using your University IT username and password, via the online course booking system https://www.st-andrews.ac.uk/pdms/
Diversity Awareness
The University of St Andrews benefits greatly from having such a diverse mixture of staff and students, and the University is committed to providing diversity awareness training for all staff. A diversity awareness session is included in the University induction course. However, if you are unable to attend University induction you should instead complete an on-line version of the course. More information is available here:
http://www.st-andrews.ac.uk/staff/ppd/Diversity/
Mentoring Scheme for New Academic Staff and Teaching Fellows
A mentoring scheme is in place for new lecturers and Schools are encouraged to include Teaching Fellows in these arrangements.
Your Head of School is encouraged to appoint a mentor within your first month of employment to aid induction into your new job and culture, to help you understand the University’s formal and informal structures, to enable the development of professional and personal networks and to provide an opportunity for you to reflect on your progress during probation. More information is available via www.st-andrews.ac.uk/staff/academic/Mentoring/Overview/
In addition to this mandatory School-based mentoring scheme, you also have the option to apply for an additional mentor outwith your School via the Early Career Academic Mentoring Scheme (outlined on page 4).
4. Specialist induction for you
Academic Staff Development Programme
CAPOD runs an academic staff development programme of focused and bite-sized workshops which taps into the knowledge, experience and expertise of academic staff and support staff from a variety of Schools and Units, who are responsible for the delivery. Designed to complement the guidance and mentoring provided within Schools (where appropriate discipline-based support can best be given), the programme aims to:
• familiarise members of staff with key University policies and procedures
• provide opportunities to reflect on and potentially enhance practice in teaching and research
• enhance professional expertise
• create an environment which provides the opportunity to share ideas and experiences with other academics across the University.
A variety of workshops are offered once per semester or academic year in areas such as assessment & feedback, small group teaching, research supervision, preparing & presenting effective research posters, working with the media and podcasting for pedagogical purposes.
All new members of academic staff have particular attendance requirements. For further details please visit: www.st-andrews.ac.uk/staff/ppd/developyourself/resources/academicstaff/
Subject Specific Induction
The Higher Education Academy provides subject-specific support for enhancing the student learning experience through a UK-wide network of 24 Subject Centres. This support often includes Subject Centres providing subject-specific induction events, skill sessions and on-line resources for new lecturers.
For more information go to www.heacademy.ac.uk and select your appropriate subject centre from the menu.
5. Your on-going development
GRADskills
CAPOD’s GRADskills programme provides Post-doctoral Researchers and Teaching Fellows with a range of opportunities to continue to develop their personal, professional and career management skills as a researcher at the University of St Andrews. Programme aims to help early-stage researchers enhance their generic skills and competencies and thereby widen their scope for future employability inside and outside of academia.
For more information go to www.st-andrews.ac.uk/capod and select the ‘Post Docs’ link.
Teaching Observation Scheme
In addition to providing an alternative perspective to that given by students as part of module evaluation, a teaching observation scheme is in place to introduce you to different teaching styles and good practice and to encourage you to reflect on your own teaching style. As such, you are encouraged to sit in on the lectures of other teaching staff and ask your mentor to observe your teaching on informal developmental basis. Efforts should be made, where possible, for your mentor to observe different teaching situations, e.g. lecturing style and seminar teaching.
Forms and checklists are available via www.st-andrews.ac.uk/staff/academic/Peerobservationofteaching/ for those who wish to use them.
Early Career Academic Mentoring Scheme
Teaching Fellows can apply to join our cross-Institutional mentoring scheme (our partner is the University of Dundee). Participants are matched with an experienced academic who acts as a mentor for a 10-month period. Typically, mentees seek advice about career paths, current research and goal-setting.
For more information, contact capod@st-andrews.ac.uk or visit www.st-andrews.ac.uk/capod
Q6
Q6 is the University’s Review and Development scheme. This is a key opportunity to have a structured 1:1 discussion with your Head of School/Unit and a good forum to discuss your on-going development.
As part of the probation process, your Head of School/Unit should meet with you, within the first month of your employment, to agree questions 4 – 6 on the Q6 form. The purpose of this is to set down realistic objectives in relation to the role being undertaken. During your probationary period you will be asked to submit a response to questions 1 – 3 on your Q6 form. This is an opportunity to demonstrate progress to date and duties undertaken. At this time you should also complete new responses to questions 4 – 6 looking ahead to the next 12 months.