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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Staff Induction Training Policy

1. Purpose

The purpose of this policy is to ensure that all new employees at {{org_field_name}} receive a structured, effective, and regulatory-compliant induction training programme. This policy ensures that all new staff gain the necessary knowledge, skills, and confidence to provide safe, person-centred, and high-quality care.

This policy ensures compliance with:

• Care Inspectorate Wales (CIW) regulations, including the Regulation and Inspection of Social Care (Wales) Act 2016.
• Social Care Wales’ Induction Framework for Health and Social Care.
• The Health and Social Care (Quality and Engagement) (Wales) Act 2020, which places a duty on care providers to ensure continuous learning and improvement.
• The Social Services and Well-being (Wales) Act 2014, ensuring a rights-based approach to care.

This policy aims to:

• Ensure that all new staff are competent, confident, and well-prepared for their roles.
• Promote a culture of safety, professionalism, and continuous learning.
• Ensure compliance with statutory training requirements.
• Provide a clear pathway for probationary assessments and competency checks.

2. Scope

This policy applies to:

• All new employees, including full-time, part-time, and agency staff.
• All roles, including care assistants, nurses, domestic staff, catering staff, and administrative personnel.
• Students and volunteers, who must complete an appropriate induction before engaging with service users.
• Existing employees, where additional induction training is needed due to role changes, regulatory updates, or performance improvement.

3. Structure of the Induction Programme

The induction programme at {{org_field_name}} follows three key phases:

1. Pre-Employment and Initial Orientation (Day 1–Week 1)
2. Mandatory Training and Practical Learning (Week 2–Month 3)
3. Ongoing Supervision, Competency Assessment, and Evaluation (Months 3–6)

3.1 Pre-Employment and Initial Orientation (Day 1–Week 1)

This phase ensures that new staff are welcomed, introduced to the organisation’s values, and provided with essential information about their role.

Key activities include:

• Welcome and introduction by the Registered Manager or Team Leader.
• Tour of the care home, including emergency exits, first aid stations, and key facilities.
• Review of the Staff Handbook, policies, and procedures.
• Introduction to service users and their individual care needs.
• Completion of HR documentation, including contracts, confidentiality agreements, and DBS checks.
• Introduction to key colleagues, including the Safeguarding Lead, Infection Control Lead, and Fire Safety Lead.

3.2 Mandatory Training and Practical Learning (Week 2–Month 3)

During this phase, staff undergo essential training to develop the skills and competencies required for their role. This includes classroom-based learning, e-learning, shadowing, and practical demonstrations.

Mandatory training modules include:

• Safeguarding Adults and Children – Recognising and reporting abuse.
• Person-Centred Care and Dignity – Ensuring service user rights.
• Health and Safety at Work – Including fire safety and evacuation procedures.
• Infection Prevention and Control – Following best practices to prevent cross-contamination.
• Medication Management – For staff handling service users’ medication.
• Manual Handling and Moving People – Safe techniques to prevent injury.
• First Aid and Basic Life Support (BLS) – Emergency response training.
• Food Hygiene and Nutrition Awareness – Safe handling of food in care settings.
• Equality, Diversity, and Inclusion – Anti-discriminatory practices in care.
• Whistleblowing and Duty of Candour – Ensuring openness and accountability.

All training is logged in the employee’s training record, and shadowing experienced staff is required before new employees undertake care duties independently.

3.3 Ongoing Supervision, Competency Assessment, and Evaluation (Months 3–6)

During the probationary period, new staff receive ongoing support, supervision, and competency assessments.

Key activities include:

• Regular one-to-one supervision sessions with their line manager.
• Competency checks in key areas such as safe handling of medication, infection control, and safeguarding procedures.
• Service user and colleague feedback, evaluating the new staff member’s integration and performance.
• Final probationary review (Month 6), where competency is assessed, and permanent employment confirmation is granted upon successful completion.

4. Efficient Management of Staff Induction Training

4.1 Training Delivery Methods

To ensure a flexible and effective learning experience, {{org_field_name}} uses:

• Face-to-face classroom training for hands-on learning.
• E-learning modules to accommodate different learning styles.
• Practical demonstrations and role-playing for critical skills such as manual handling and safeguarding.
• Shadowing experienced staff, allowing new employees to observe best practices in action.
• Competency-based assessments, ensuring that staff are confident and capable in key areas before working independently.

4.2 Record-Keeping and Compliance

• Training records are maintained for each employee, documenting completion dates, certificates, and refresher due dates.
• Regular compliance audits ensure that all staff meet CIW training requirements.
• Mandatory refresher courses are scheduled to ensure continuous compliance with regulatory updates.

4.3 Management Oversight and Support

• The Registered Manager and Training Lead oversee the induction process to ensure that every new employee is fully supported.
• Staff feedback is collected to improve the induction process.
• If a new employee is struggling, an individual support plan is created to provide extra training or mentoring.

4.4 Addressing Training Gaps

• If an employee fails a competency check, they must undertake further training and supervision before being reassessed.
• If an employee repeatedly fails to meet required standards, management will review their suitability for the role and take appropriate action.

5. Related Policies

This policy should be read alongside:

• Staff Supervision, Training, and Development Policy.
• Health and Safety at Work Policy.
• Safeguarding Adults from Abuse and Improper Treatment Policy.
• Infection Prevention and Control Policy.
• Medication Management and Administration Policy.
• Whistleblowing (Speaking Up) Policy.
• Duty of Candour Policy.

6. Policy Review

This policy will be reviewed annually or sooner if legislative, regulatory, or operational changes occur. Regular audits and feedback from staff will ensure that the induction programme remains effective, up to date, and in line with best practices.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
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