New Starters Local Induction v4
New Starters Local Induction v4
New Starters Local Induction v4
INDUCTION PROGRAMME
People Centred
C
Induction guidelines
1. Introduction
1.1 Blackpool Teaching Hospitals recognise the importance of the provision of a timely induction
for all of our staff. This is to help ensure that new staff are effectively integrated into Blackpool
Teaching Hospitals, their team and their role.
1.2 These guidelines detail the purpose and the key features of an effective induction programme.
1.3 The induction process applies to all new members of staff and those transferring in to other
roles within the Trust.
2. Purpose of induction
3.1 The induction programme should be well planned and structured by the line manager, and
delivered to the member of staff in a methodical and orderly manner.
3.2 The core content remains the same, however some details may need to be customised to the
needs and requirements of the person and their role.
3.3 The duration of the induction process should typically take around 28 days (4 weeks). This may
vary dependent upon the individuals’ level of experience and understanding and to the role
which they have been appointed to.
4.1 Pre-arrival – following confirmation of the appointment by recruitment, it is good practice for
the line manager to make contact with the new member of staff via letter to welcome them
prior to their arrival. This provides a more personal introduction to the Trust after the
formalities of the recruitment process. The letter should typically cover
First days start time
where and whom to report to
the dress code
what to expect on the first day
4.2 Local induction should commence on the first day in the new role. This should continue until
the new member of staff is fully inducted into their role and into the team.
The induction process needs to be led by the relevant manager but should also include input,
where required from colleagues who may be best placed to provide specific information and
assistance.
Induction checklist – In order to provide a framework and to ensure that all relevant
information is covered with in local induction an induction checklist appendix B has been
developed. It is a mandatory requirement that this is used over the course of the local
induction period. Adaptation may be required to the particular needs of the new member of
staff, their role, skills & experience and to the particular needs of local working patterns.
Induction buddy – It can be beneficial to assign a buddy from the team to a new member of
staff for the duration of their local induction period. This can assist of faster integration as the
buddy acts as a more ‘informal’ point of reference, providing information and guidance
regarding the local team, whereas a manager will be focused on the more formal aspects of the
induction process. Further information on the purpose of and the role of a buddy can be
viewed in appendix A
Review meetings – during the induction process it is important that the manager meets
regularly with the new member of staff to review progress and to ensure they are settling in to
their new role and the work environment. This also gives an opportunity to establish if there
are any matters or gaps in the programme which need to be addressed.
4.3 Corporate induction – in addition to the local induction, new members of staff will be invited to
attend a corporate induction event. Staff will be booked onto an event as close to their start
date as possible. The corporate induction gives staff information on the Trust, our services, our
culture and our values and our strategic direction.
Mandatory Training – protected time for completion of any mandatory training should be
identified prior to the new member of staff attending for their first day. The schedule will then
be given to the new staff member on their first day in post. A timing guide is available to assist
in scheduling appendix E
Additional induction information and resources can be found at: pre-induction link yet to be
added. Managers should familiarise themselves with the resources available and encourage
new members of staff to use this information.
5. Responsibilities
5.1 Line Managers – It is the responsibility of the line manager to develop a suitable induction
programme (example programme appendix D)and to ensure that it is implemented in a timely
and an appropriate manner. Line Managers should also encourage other team members to
take a pro-active role in the induction process. When the induction process in concluded this
needs to confirmed by the manager by signing of the completion statement appendix C
5.2 Members of Staff – all staff are expected to take a proactive role in their induction. Where any
gaps in learning or knowledge are identified, the individual should ensure that their manager is
informed so that these can be addressed.
5.3 Heads of Service – it is the responsibility of the head of service to support and encourage
managers to adopt best practice in relation to the induction process.
5.4 Learning and Development – to record and monitor receipt of completion after 90 days
To follow up on non-receipt of the completion statement.
6. Further information
For further advice and information on the induction process, please contact Learning &
Organisational Development.
APPENDIX A
An induction buddy
New staff may benefit from knowing that there is a designated colleague there to help them settle
in, and to whom they can turn for general information and guidance, particularly during the first
few days and weeks in the job. An induction buddy essentially acts as a link between the new
member of staff and the service within which they will be working.
An experienced staff member from within the same team as the new recruit
Ideally in a similar role
Someone who can be trusted to give accurate information
The individual who is selected to act as a buddy should be provided with a clear brief in terms of
their role in the induction process.
APPENDIX B
Induction checklist for Managers
This checklist provides guidance on the types of issues and information that should typically be
covered during induction. This document should be read, completed and used in conjunction with
the induction guidelines.
PLEASE NOTE: Certain items may not be applicable to all staff. Similarly, there maybe other
items/activities which need to be added to the list. The checklist should therefore be adapted to fit
the needs of the member of staff. It may be appropriate for some items/tasks to be delegated by
the manager to other members of the team/induction buddy.
Person Date
PRE-ARRIVAL responsible Completed
(IB=Induction buddy)
Create induction programme (schedule meetings with relevant staff) Manager
Inform others in the team/dept of the new member of staffs arrival Manager
Identify and liaise with the induction buddy (if applicable) Manager
Organise any office equipment (I;e phone, PC, keys etc) Manager/IB
Organise any relevant training and contact the relevant learning area Manager/IB
with the employee details (IT systems etc)
Organise/prepare to deliver basic life support training Manager/IB
Where to park/ Parking Permit / Hospital bus / Bike Shed facilities Manager/IB
Manager/IB
Infection prevention – sharps injuries
Manager/IB
Arrange protected time for completion mandatory training
ROLE
Job description, job role and responsibilities, review of development Manager
needs)
INFORMATION GOVERNANCE
How the code of conduct applies to your role? Manager
Protocol for sending person identifiable data (PID) by fax or email? Manager/IB
Use the Intranet to access policies, and find out essential key Manager/IB
messages
Look for new articles on the Trust Intranet/team brief Manager/IB
PROFESSIONAL REGISTRATION
Requirements and responsibility for registered member to keep Manager
professional registrations up to date
Manager to discuss Revalidation Manager
APPENDIX C
COMPLETION STATEMENT
The following statement needs to be completed and signed by the staff member and the line manager.
An electronic copy of this statement needs to be sent to OLM@bfwhospitals.nhs.uk.
This will be recorded against your learner profile as a record of completion of the local induction process.
Please return the completion statement within 90 days of your new member of staff commencing in post
with you.
THIS COMPLETION STATEMENT IS CONFIRMATION THAT THE LOCAL INDUCTION PROCESS HAS BEEN
COMPLETED BY BOTH THE STAFF MEMBER AND LINE MANAGER
Inductee name:
(PRINT FULL NAME)
Signature of inductee:
Date of completion:
Inform team/ dept of new starter’s arrival (M) ☐ Organise smartcard appointment for Day 1 ☐ Book a place on next induction event via L&OD ☐
Identify & liaise with the Induction Buddy (if applicable) Ensure relevant documentation is available (polices/
☐ Organise ID badge appointment for Day 1 ☐ ☐
(M) employee handbook etc)
WEEK 1
Monday Tuesday Wednesday Thursday Friday
A.M Manager: A.M Manager to discuss: A.M A.M & P.M A.M
Welcome by line manager agree Working practices & procedures Manager to discuss:
induction process and health & safety information Information Governance procedures 1:1 introduction meetings to be Outstanding 1:1 meetings to be
(see checklist)
Fire Assembly point (see checklist) scheduled with key members of the scheduled with key members of
team and department the team and department
Brief introduction of staff member Job role & responsibilities (See
to the dept & teams Professional registration Attend Great Place to Work Meet with HoD
checklist) meeting
Confirm the protected time for
mandatory training completion Any ‘additional orientation’ for
Manager or IB to discuss: clinical staff
General arrangements / logistics
(see checklist)
P.M Manager P.M P.M P.M
Collect I.D & Smartcard Meet immediate team members 1:1 Manager / or IB to discuss: Meet with Manager / IB to review
Check e-mail account is active or attend team meeting Departmental Operations and the first week
procedures including tour of the
Check access to network drives /
department
clinical/ business systems
(see checklist)
Complete BLS and moving and
handling procedures
Communications & engagement
Book a place with L&D on the fraud
awareness session
People Centred
WEEK 2
Meet with Manager / IB to 1:1 introduction meetings to be Meet divisional finance manager Attend Great Place to work Complete any outstanding
discuss the week ahead scheduled with members of the meeting or Trust Strategy mandatory training or online e-
wider team and department Roadshow / engagement event learning modules
relevant to job role Meet with Workforce Business
Attend Team Brief Partner
Type of Training Frequency Delivery Methods Approx. completion time Approx. completion time
available theory and assessment Assessment only
INDUCTION
Local induction Each time a new post Face to Face 4 weeks N/A
is taken up
Effective communication skills Once only Face to Face ½ day N/A
Freedom to speak out (FTSO) Once only Face to Face ½ day N/A
HCA Induction and Care Certificate Once only Face to Face 5 days N/A
Workbook
Managing at Blackpool Once only Face to Face ½ day N/A
New Consultant Induction Programme Once only Face to Face 4 days + Action learning Sets N/A
Preceptorship Once only Face to Face N/A
MANDATORY TRAINING
REQUIRED ANNUALLY
*DNAR/CPR Annually E-Learning/ESR 60 minutes 60 minutes
(theory essential)
*Fire Safety Annually Face to Face 60 minutes N/A
Workbook 40 minutes 20 minutes
E-Learning/ESR 40 minutes 20 minutes
*Information Governance Annually E-Learning/ESR 40 minutes 20 minutes
Workbook 40 minutes 20 minutes
* Risk Management incl. Investigation of Annually Workbook 40 minutes 20 minutes
Incidents, Complaints & Claims E-Learning/ESR 40 minutes 20 minutes
* Safeguarding Children Level 3 3 Yearly Face to Face 180 minutes – 180 minutes –
NO ASSESSMENT ONLY 420 minutes dependent upon 420 minutes dependent upon
OPTION AVAILABLE. competencies covered competencies covered
CLASSROOM
ESSENTIAL
* Safeguarding Children Level 4 3 Yearly Face to Face 180 minutes – 180 minutes –
NO ASSESSMENT ONLY 420 minutes dependent upon 420 minutes dependent upon
OPTION AVAILABLE. competencies covered competencies covered
CLASSROOM
ESSENTIAL