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YOURPASSPORTTOSUCCESSGUIDE MANAGERS GUIDE Employees first 90 days 60-90 days We

YOURPASSPORTTOSUCCESSGUIDE MANAGERS GUIDE Employees first 90 days 60-90 days Welcoming your new employee to Save the Children International The purpose of this guide is to support managers in designing and implementing effective inductions for new employees in Save the Children. What is Passport to Success? Passport to Success is a new employee’s induction to Save the Children International (SCI). This covers their first 90 days in the organisation. As a manager, your role is to design a Passport to Success induction plan for your new employee, incorporating both your function and an induction into the wider organisation. There are two main objectives of Passport to Success: A. To support the new employee to be as effective in their role as possible, as quickly as possible, equipping them with all the necessary knowledge, tools and information in a way that they can retain and apply it all. B. To build a strong relationship between the new employee and the wider organisation, maximising their engagement, commitment and sense of purpose within the organisation. The strength of this relationship is what supports our ability to retain employees throughout their Passport to Success and beyond. Pre Day 1 Day 1 7 Days 30 Days • Agree Develop to Perform goals with your new employee • Check progress on Mandatory training & ensure it is on track for completion • 30 Day Review with employee • Ensure they have time and space to complete Mandatory Training • Ensure they have met the team and wider team colleagues • 7 Day Review with employee • Meet with your new employee and share their induction plan • Ensure they have IT set up • Introduce them to key members of the team and their buddy • Review Passport to Success guidance (ask HR for advice if needed) • Create an induction plan • Assign a buddy • Get in touch with your new employee • Ensure all Mandatory Training is complete • Complete Passport to Success Review with employee (example q’s at the end of this guide) Your employees Mandatory Training Checklist Below is the mandatory training that your new employee needs to complete.  All mandatory training must be completed within 3 months of starting  Employees can access mandatory training via our Learning Management System (LMS). They will be sent access details to our LMS via email  Ensure your new employees are aware of any additional departmental trainings that they are required to attend Course Format Course Description Completed  Welcome to Save the Children Online / other This e-course should be done as part of your induction process. It covers: - Who we are - How we work - My responsibilities at Save the Children  IT Security Online / other This course covers information security requirements & how to keep our information safe while at work, at home & travelling.  Data Protection Awareness Online / other All staff at Save the Children have an obligation to handle data appropriately. This course explains what constitutes personal data, how to handle it properly & what should be done in the event of a breach.  SCI Safeguarding Essentials Online / other Interactive and engaging induction and refresher training that covers both child safeguarding and safeguarding of adults in the communities (PSEA).  Child Rights Online / other Child Rights are at the heart of what we do in Save the Children. They are a part of our foundation, heritage and lasting legacy. Our hope is that you will be inspired, challenged and driven to action, so together, we could promote, protect and up-hold child rights for all children, everywhere in the world.  Fraud, Bribery & Anti-Corruption Awareness Online / other This course covers what your responsibilities are, how to report suspicions, what to look out for, and what happens to those found guilty. It is everyone’s responsibility to protect the organisations resources.  Personal Safety and Security Online / other This course is to familarise you with possible security threats in the field, and explains how to reduce your exposure to potential risk.  Child Safeguarding Awareness Face-to-face Child Safeguarding is at the heart of all we do at Save the Children. This course will help you to understand some of the issues we face as you explore real life scenarios and help you understand how to report any child safeguarding concerns.  Anti-Harassment & Bullying Face-to-face This course explores the issues around harassment and bullying in the workplace, reporting mechanism, and how we can all support a culture of dignity and respect. What other support is available to your new employee? Your new employee can access further support through the buddy you assign, one of your local HR Team, or by contacting learninganddevelopment@savethechildren.org Through the mandatory training, your new employee will be provided with useful information to support them during their first few months at Save the Children. They can also find valuable information on OneNet (our intranet), such as: OneNet: news and information on our organisation Country Information Portal: Where they will find information about each country we operate in The Quality Framework: Where they will find Policies, Standards & Procedures (covering what we must do – mandatory) and aims to provide everything we need to do our jobs well in one central place. Childs Rights Programming (CRP): This is the application of children's rights principles in our programme planning, implementation, monitoring & evaluation with the overall goal to ensure that all children fully enjoy their rights and live in societies that acknowledge and respect children's rights. If they are not already connected online to Save the Children via Linked-In, Facebook and Twitter you may want to encourage them to do so. New employees are encouraged to join Workplace to:  Continue to build relationships with other new employees  Build connections and collaborate cross divisionally  Ask questions, provide answers and share top tips  Share useful links, posts and information  Celebrate successes with each other  Provide positive feedback Passport to Success The Passport to Success 90 Day Guide is on OneNet with links to the functional induction checklists and induction template for you as a manager. Below you can find the offline version of what this looks like. Pre day 1 Prior to your new employee starting at Save the Children, activities take place with Human Resources and you as the Manager to ensure everything is ready for your new employees first day. Make sure you assign them with a buddy! (Read Buddy Guide on OneNet) First 7 days Your new employee is new to the organisation and their first week is all about listening and learning. Taking their time to absorb as much as they can about your team, their role and how things work by asking lots of questions. Complete the following actions to set your employee up for success. Your new employees first 30 days is all about meeting and getting to know people, finding out about SCI, learning more about their role and completing mandatory training. If they have any questions, their buddy is there to answer them. Complete the following actions to set your employee up for success. First 30 days First 60 days Your new employee is within their first 60 days, they should focus on their professional development and key deliverables, start to build their network and make the most of the resources available to them. Complete the following actions to set your new employee up for success. First 90 days Now your new employee has been with us for 90 days, they should feel more settled and now their focus is using knowledge to embed themselves in your team and the business and broaden their people network. Complete the following actions to set your new employee up for success. The role of a ‘buddy’ Having a “buddy” at work can make a huge difference to the speed at which new employees settle into their role and the organisation. Just knowing there is someone there to listen who is genuinely interested in helping them can make new employees feel supported. It is recommended to allocate an induction buddy for any new staff member in your team. A buddy is someone who is prepared to be a contact point, a friendly face, an informal source of information, and someone who generally knows how things work in the organisation. People who are well suited to the role of a buddy have good listening skills, are willing to be a buddy and have relevant experience in the organisation. A buddy is usually of a similar level of seniority to the new employee, but never the line manager and can be from the employees team or another team in smaller locations. Acting as a buddy might involve:  Helping the new employee navigate their way around the office  Showing them how to do aspects of their role  Answering questions – often more than once  Provide information, signpost information and provide uploads/Voyage/ manager-guide-english.pdf