Project Brief – COMM2244 Future of Work Project

Partner Organisation

Title

Juliane Human Resource Manager

Farah Assafiri Program Manager

Alison Shave Senior Administration Officer

LinkedIn/Short bio

Juliane BIO

Juliane is a passionate and results-driven Human Resources professional with significant leadership experience across all areas of HR, including Human Resource Management, Talent Management, Payroll, and Employee Engagement. I have a proven record of designing and implementing people strategies that align with organisational objectives while strengthening workplace culture. Skilled in leading change management, I have successfully modernised HR, Payroll, and Talent Management systems and processes to create more flexible and efficient practices. My focus is on building innovative, people-centred solutions that empower employees, enhance engagement, and support organisational growth.

Farah Bio

Farah is an experienced Program Manager with over 16 years working alongside women and children impacted by domestic and family violence. Throughout her career, she has led and delivered client-focused programs that prioritise safety, empowerment, and access to justice. Her expertise includes program development, team leadership, stakeholder collaboration, and driving service excellence within the DFV sector. Farah is passionate about building strong, trauma-informed teams and ensuring services are responsive to the needs of the community. Guided by values of respect, integrity, and collaboration, Farah is committed to creating lasting change for women and children experiencing violence.

Organisation

Justice Support Centre

www.jsc.org.au

Org. description

Justice Support Centre (JSC) is a community-based, not-for-profit organisation committed to advancing access to justice, safety, and wellbeing for people experiencing vulnerability across South West Sydney. Established over three decades ago, JSC has grown from its origins as a small legal support service into a multidisciplinary centre offering a broad range of programs that respond to community need.

JSC delivers essential legal and support services to individuals and families, with a strong focus on those affected by domestic and family violence (DFV). The organisation operates Women’s Domestic Violence Court Advocacy Services (WDVCAS) in Sydney and South West Sydney, providing frontline assistance to women and children navigating the justice system and seeking safety. Alongside this, JSC offers free legal services, case management support, community education, and prevention programs aimed at building safer, more inclusive communities.

A defining feature of JSC’s approach is its collaboration with courts, police, health providers, and other community agencies to ensure integrated responses for clients. Over the years, the Centre has become a trusted partner in local justice initiatives, advocating for systemic change while supporting individuals at the point of need.

JSC’s work is underpinned by its values of Respect, Accountability, Transparency, and Teamwork, which guide its services and internal culture. With offices in Bankstown and outreach across Greater Sydney, Justice Support Centre continues to evolve to meet emerging challenges while maintaining its core mission: to deliver compassionate, accessible, and effective support for people seeking justice and safety.

Project Details

Project Title (Final or working)

Connected Beginnings: Onboarding New Starters into JSC Programs

Project Background

Project Overview:

While Justice Support Centre (JSC) provides a robust HR-led onboarding program, new starters often require program-specific guidance to quickly understand the nuances of each service area. This project involves designing and implementing a structured onboarding program tailored to individual programs (e.g., Sydney WDVCAS, Legal, SWS WDVCAS), incorporating orientation to the team, program operations, values, and inter-program collaboration.

University students will research, co-design, and prototype an onboarding program that complements the existing HR induction and ensures program-level integration and engagement.

Objectives:

The objective of this project is to design a consistent and practical onboarding framework for all new starters within each individual program at Justice Support Centre. The framework should complement the existing HR-led onboarding by focusing on program-specific orientation, ensuring that new staff quickly understand their program’s purpose, workflows, team values, and information-sharing protocols. The outcome will be a structured, adaptable onboarding approach that supports program managers to integrate new team members effectively and consistently across the organisation.

The Task

Project Tasks:

Framework Design

• Develop a structured onboarding framework that can be applied consistently across all JSC programs.

• The framework should:

o Outline a clear onboarding journey for new starters from Day 1 through the first 3 months.

o Identify essential orientation modules (e.g., program overview, team introductions, values, information-sharing rules).

o Provide a flexible structure so each program can adapt the framework to their context while maintaining consistency.

2. Orientation Modules

• Create recommended content modules, such as:

o Introduction to the program’s purpose, role within JSC, and client base.

o Team values and culture.

o Overview of key processes and workflows.

o Explanation of information barriers and confidentiality protocols between programs.

o Orientation activities (e.g., shadowing, Q&A with team members, site visits).

3. Practical Tools & Resources

• Design checklists for program managers/supervisors to follow when onboarding a new starter.

• Develop templates (welcome packs, role-specific fact sheets, team values guides).

• Recommend interactive activities (buddy system, day-in-the-life experiences, reflection exercises).

4. Implementation Guidance

• Provide a simple step-by-step guide for program managers on how to implement the framework.

• Suggest timelines (Day 1, Week 1, Month 1, Month 3) for structured onboarding.

• Outline responsibilities (e.g., what HR covers vs. what program supervisors cover).

5. Evaluation Tools

• Propose methods for measuring the effectiveness of program onboarding (e.g., new starter surveys, supervisor check-ins).

• Create a feedback loop so programs can adapt and improve their onboarding over time.

Resources

Work conducted to date:

• Justice Support Centre (JSC) has a comprehensive HR onboarding program already in place, covering organisational policies, compliance, WHS, and employee essentials.

• Initial discussions have identified a gap at the program level onboarding – ensuring new starters understand the specific services, workflows, and culture within their program. Limited opportunities for new starters to pair or buddy with one person within the team.

• Team members appear to be left reading materials and policies for some time with limited access to experienced staff member

• Team members when onboarded do go to all the local courts and watch how each team is running their court days.

• Some program teams have already trialled informal orientation activities, such as shadowing or spending time at Bankstown office, courts, police stations and SAM Meetings but there is no consistent framework across all programs.

Work conducted to date:

• Justice Support Centre (JSC) has a comprehensive HR onboarding program already in place, covering organisational policies, compliance, WHS, and employee essentials.

• Initial discussions have identified a gap at the program level onboarding – ensuring new starters understand the specific services, workflows, and culture within their program.

• Some program teams (e.g., Sydney WDVCAS) have already trialled informal orientation activities, such as shadowing or spending time at Bankstown office, but there is no consistent framework across all programs.