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Registration Number: {{org_field_registration_no}}

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Staff Induction Training Policy

1. Purpose and Commitment

The purpose of this policy is to outline how {{org_field_name}} ensures an efficient, comprehensive, and effective staff induction training process. Our commitment is to equip new employees with the knowledge, skills, and confidence they need to deliver high-quality, person-centred care while adhering to the Health and Social Care Act 2008, the Care Quality Commission (CQC) standards, and the Care Certificate framework.

We believe that a structured induction process is essential not only for employee success but also for ensuring the safety, dignity, and well-being of service users. Our approach ensures that all new staff understand their roles, responsibilities, and the company’s core values, promoting a culture of excellence and continuous improvement.

2. Scope

This policy applies to all new employees, including care staff, administrative staff, volunteers, and contractors. It covers:

• Pre-employment induction preparation.
• Onboarding and orientation.
• Mandatory training requirements.
• Role-specific competency development.
• Ongoing support and evaluation during the probation period.

The policy ensures that all new staff receive consistent, high-quality training regardless of their role, prior experience, or employment type.

3. Policy Statement

{{org_field_name}} is committed to providing a structured, person-centred induction training programme that enables staff to:

• Deliver safe, effective, and compassionate care.
• Understand company policies, procedures, and values.
• Comply with regulatory and safeguarding requirements.
• Develop the skills needed to work confidently and independently.

We ensure that induction training is inclusive, accessible, and tailored to individual learning needs. Staff are supported throughout the induction process, ensuring a smooth transition into their roles.

4. Pre-Employment Induction Preparation

4.1 Pre-Employment Checks Before induction begins, we conduct thorough pre-employment checks, including:

• Enhanced Disclosure and Barring Service (DBS) checks.
• Verification of identity and right to work in the UK.
• Reference checks from previous employers.
• Health declarations and occupational health assessments.

These checks ensure that staff meet the requirements for working in health and social care settings.

4.2 Pre-Induction Communication New employees receive a welcome pack that includes:

• Company values and mission statement.
• Employee handbook.
• Induction schedule.
• Essential policies and procedures.

This helps staff prepare for their first day and understand what to expect during the induction process.

5. Onboarding and Orientation

5.1 First-Day Induction On their first day, new staff participate in a comprehensive orientation session covering:

• Introduction to the company’s history, mission, and values.
• Overview of company policies, including safeguarding, confidentiality, and health and safety.
• Workplace tour, including emergency exits, first aid stations, and welfare facilities.
• Introduction to key staff members and team leaders.

5.2 Documentation and Systems New employees are introduced to:

• Electronic care management systems.
• Record-keeping and documentation procedures.
• Communication channels and reporting structures.

6. Mandatory Training Requirements

6.1 Core Training Modules All new staff must complete core training modules during the induction period, including:

• Health and Safety: Fire safety, manual handling, and infection prevention and control.
• Safeguarding: Recognising and responding to abuse (adults and children).
• Medication Management: Safe administration, storage, and documentation.
• Equality and Diversity: Promoting inclusive and non-discriminatory practices.
• Data Protection and Confidentiality: Adhering to GDPR standards.

6.2 Care Certificate New care staff must complete the Care Certificate within the first 12 weeks of employment. This includes 15 standards covering essential skills and knowledge, such as:

• Understanding duty of care.
• Person-centred care.
• Basic life support.
• Handling information safely.

7. Role-Specific Competency Development

7.1 Shadowing and Mentoring New care staff are assigned an experienced mentor for shadowing and hands-on training. This allows them to observe best practices and develop practical skills under supervision.

7.2 Competency Assessments Throughout the induction period, staff undergo regular competency assessments, including:

• Observations of practical tasks.
• Knowledge quizzes and written assessments.
• Self-assessment and reflective practice.

Competency assessments ensure that staff meet company standards and feel confident in their roles.

8. Ongoing Support and Probation Period

8.1 Probationary Period All new staff undergo a probationary period, typically lasting three to six months. During this time, they receive regular supervision, feedback, and support to:

• Identify strengths and areas for improvement.
• Address learning gaps.
• Develop personalised development plans.

8.2 Supervision and Feedback Supervision sessions are held monthly during the probation period, covering:

• Performance and competency reviews.
• Support with challenges and concerns.
• Opportunities for further training and development.

9. Record-Keeping and Documentation

9.1 Induction Records We maintain detailed records of each staff member’s induction training, including:

• Training modules completed.
• Competency assessments and observations.
• Supervision notes and feedback.

9.2 Secure Storage All induction records are stored securely in the employee’s HR file, accessible only to authorised personnel.

10. Communication and Collaboration

10.1 Internal Communication Effective communication ensures that all stakeholders are informed and engaged during the induction process. This includes:

• Regular updates between HR, line managers, and training coordinators.
• Clear communication of expectations and progress with new staff.

10.2 External Collaboration We collaborate with external training providers, awarding bodies, and sector organisations to ensure training remains current and aligned with industry standards.

11. Evaluation and Continuous Improvement

11.1 Feedback and Evaluation New employees provide feedback on the induction process through:

• Post-induction surveys.
• One-to-one interviews with line managers.

11.2 Continuous Improvement We use feedback and performance data to:

• Identify strengths and weaknesses in the induction programme.
• Update training content based on emerging best practices.
• Enhance accessibility and inclusivity.

12. Compliance and Review

12.1 Legal and Regulatory Compliance This policy aligns with:

• The Health and Social Care Act 2008.
• CQC Fundamental Standards.
• Skills for Care and Care Certificate frameworks.
• Equality Act 2010 and GDPR requirements.

12.2 Policy Review This policy is reviewed annually or following significant changes in legislation or best practices. Updates are communicated to all staff, ensuring continuous alignment with current standards.

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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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