inductionpolicy_362

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Scorelogix IndiaGlobal Talent Management Experts

8/22/2006 - 1 -

ByKiran Srinivas K


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1. INTRODUCTION

Induction is a systematic process, which enables new employees to become familiar withtheir job, the PCT, and the other people with whom they will be working. Induction is

equally important for staffs that move jobs within the PCT as for new starters.

2. PURPOSE

Systematic induction will:

2.1 Introduce new employees to the PCT in a positive way in line with good employmentpractice.

2.2 Meet the PCTs initial legal obligations, in particular relating to Health & Safety.

2.3 Begin the process of engendering a corporate culture and commitment with in the PCT.

2.4 Support new employees so that they can effectively and competently carry out their jobas soon as possible.

2.5 Form the basis for further individual development.

2.6 Demonstrate the PCTs commitment to investing in its staff.

2.7 Help support individuals and reduce turnover rates amongst newly appointed staff.

3. PRINCIPLES

3.1 All employees (full, part time, temporary and permanent) will be properly and fullyinducted.

3.2 Managers have the ultimate responsibility for the effective induction of their staff.

3.3 The major part of induction happens in the workplace not on an induction course.

3.4 All staff will receive a copy of the PCTs Staff Handbook. (A copy will be available via theIntranet also)

3.5 The effectiveness of the induction process will be evaluated regularly.

3.6 The process will be structured to ensure that urgent knowledge is communicated

immediately (e.g. fire exits) and important but less urgent information is dealt with later.Managers must be aware of the problem of information overload for new staff.

3.7 New staff will initially be supernumerary or, where this is not possible; will work with anexperienced member of staff for an appropriate period.

3.8 New staff will have access to a co-worker who will assist their assimilation to theworkplace.


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4. THE PROCESS

4.1 The whole process is underpinned by a comprehensive checklist Appendix 1 which iscentral to effective induction. Each employee is issued with a copy on commencementand the provision of information necessary for its completion is the responsibility of the

manager (and co-worker if appropriate). A flowchart is set out overleaf which shows thetimescale and responsibilities for action. Attendance at an induction course iscompulsory for all staff. The checklist should be used as a guide but the way it is usedwill need to take account of local circumstances. A separate policy onPRECEPTORSHIP will be developed to reflect the PCTs obligations in that area.

5. STANDARDS

5.1 Managers performance in the induction of their new staff will be measured against thestandards set out in Appendix A.

6. IMPLEMENTING THE POLICY

Each employee (ward, home, and department) will receive a copy of the policy andCheck list from their manager. Each will be asked to sign and return a form stating thatthey understand the importance of induction and the expectations of them that this brings(Appendix B).

7. EVALUATING THE EFFECTIVENESS OF INDUCTION IN THE PCT

7.1 The revised one day induction course will be evaluated by participant feedback toascertain the degree to which it meets its objective.

7.2 A sample of new employees will be surveyed to find out how comprehensive andeffective their induction was, and how or if it could be improved.

7.3 A sample of new employees will be asked to assess how well their manager met theexpectations set out in Appendix B.

7.4 Effective induction is thought to reduce turnover and so turnover rates will be monitoredand compared with historical data to ensure that the process is effective.

8. CONTINUOUS DEVELOPMENT

The induction period is an integral part of any process of continuous development. Thusby the end of the third month in post, a review/assessment of the employees currentskills will be undertaken by his/her manager and compared against the job profilerequirements. Identified skill needs will then be addressed through the PDP process.


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Appendix A

PROCESS FLOWCHART FOR SYSTEMATIC INDUCTIONTimescale

(Days) Action ResponsibilitySelection process MGR/PDS

-21-0Background information documents sent and regular

contact maintained. Co-worker identifiedPDS

-21 Offer letter and contract sent MGR

-14 Induction course date notified to employee and manager PDS

1Employee welcomed and introduced to work environmentPayroll documentation completed and dispatched. Staff

handbook issuedMGR

1Personal Development Portfolio (PDP) is issued to

employeeMGR

1-7 Checklist commenced parts A, B, C MGR/CO

2-28 Checklist continued part D, E, F, G, (H) MGR/CO

By 28 Checklist completed MGR/CO

By 42 Checklist sent to Personnel for filing PDS

By 42Induction course held (non-attendees names sent to

manager for action)MGR/EMP

By 49 Outcome of Induction course and checklist evaluated MGR/PDS

- Ongoing supervision sessions implemented MGR

-Objectives and development needs identified and fed into

PDPMGR/EMP

PDS Personal Development ServicesEMP EmployeeMGR ManagerMEN MentorCO Co-Worker


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Appendix B

Induction ChecklistPersonal Details

Name ....................................................................................................

Department/Base ....................................................................................................

Post ....................................................................................................

Date employment commenced

Date for start of checklist ..

Details of previous employment / experience:...

..

This form must be completed within one month of commencement of employment andsent to the Personnel and Development Department for inclusion on the employeespersonal file.

Guidelines for Use

1. This induction package is designed to be a useful and supportive tool for the Manager andstaff member alike. Its purpose is to ensure that new members of staff receive the necessaryinformation to enable them to make a confident and competent start in their new post. The

checklist should be used as a guide but the way it is used will need to take account of localcircumstances. It is also a record of training and development and should be used to supportthe PDP process and to encourage learning and development.

2. Each new employee should be issued with a copy at the start of their employment and it isthe responsibility of the Manager (and Co-worker if appropriate) to ensure that a properinduction programme is completed.

3. Many of the items on the checklist are included in the staff handbook and this should be usedas a tool to compliment the induction process. All new staff should also attend a CoreInduction Day and attend manual handling and other statutory training as appropriate.

4. The checklist should be completed and signed by the Manager and employee within 4 weeksof commencing employment and the form then sent to the Personnel & DevelopmentDepartment for inclusion on the employee file.


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Section E:Personnel Policies and Procedures

Copy of Staff handbook received

Overview of keypolicies:

Confidentiality

Equal Opportunities / Managing

DiversityGrievance & Disciplinary

Guidance to staff on counter fraudmeasures

Sickness absence

Trade Unions

Section F:Health & Safety

Health and Safety Policy

Local Health & Safety procedures

Risk assessments

Safe Systems of work

Fire evacuation procedures

Fire drill / alarm procedures

Fire equipment location and use

Emergency communication systems /bleeps

Manual Handling procedures

COSHH

Infection control

Accident reporting

PCTs Policy and procedures onmanagement of violence and

aggressionCompleted Date

Section G:Statutory Training Requirements

Fire trainingFirst Aid

CPRManual handling

Food Handling & HygieneChild ProtectionManagement of violence andaggression

Medical Devices & Equipment

Management (via MEMS)Infection ControlData Protection

Section H:Additional policies and procedures for Clinical Staff

Nursing policies and procedures

Drug policyConfidentiality

Record keeping


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Standing financial instructions

Child Protection policyContinence policiesImmunization

Infection controlManual of nursing procedures

IV drug adminClinical supervision

Use of relevant equipment ward/homeCommunity based risk assessmentprocedures

Section J:Further training and development needs

Completed Date

Additional Information / special needs

Comments:

Date Completed .

Employee . Signed

Manager Signed ..

This form must be completed within one month of commencement of employment and

sent to the Personnel and Development Department for inclusion on the employeespersonal file.

Documents

inductionpolicy_362