We do this through a formal induction process and a probationary period when you start working for us. The type and length of induction will vary depending on your role at the University.
Induction process and checklist
Our staff induction programme aims to help you settle into your new role at the University, so that you:
- develop an understanding of how Kent works and your role in its success
- are provided with a clear understanding of your new role, our expectations, and learning and development support needed
- are able to effectively undertake the role
- become familiar with the culture and working environment of the University.
Initial training and support
We encourage all new staff to complete a series of training courses to bring them up to speed with Kent procedures and processes.
You can expect a suitable level of support and development to be provided during your probation period to help you succeed in your new role.
As part of your initial training, all staff are invited to attend a Central Staff Induction Event. This is an important way of finding out more about the University and how we can support you in your new role.
For staff in grades 1-10 professional, managerial, support and research roles, attendance is a requirement of your probation.
After joining the University, you should be sent an invitation to the Induction Event. If you do not receive an invitation but would like to attend, get in touch with the Learning & Organisational Development team.
Induction events take place at both our Canterbury and Medway campuses.
Probation process and timeline
Before starting work with us, you will be sent information about our Probation Scheme, which we recommend you read.
This scheme is a four-stage process covering your first six months at Kent:
- Stage 1: first week – you will meet with your manager at various points to help settle in your new role and team
- Stage 2: interim review – your manager will arrange an interim review by the end of week six to discuss your progress, objectives and development
- Stage 3: interim review – held with your manager by the end of month three to review your progress, objectives and development
- Stage 4: final review – your manager will arrange a final review by the end of month six to discuss your progress during probation and set ongoing development objectives
As well as these four stages, both you and your line manager will have to do some preparatory work before your probation starts and there should be informal, one-to-one conversations with your line manager at the end of your probation.
Completion of a probation period will normally result in confirmation in post.