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{{org_field_name}}

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 a person is employed for the purposes of carrying on a regulated activity, {{org_field_name}} will operate effective recruitment and selection procedures and obtain, verify and retain the information required by Regulation 19 and Schedule 3 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, as applicable to the person’s role.

The required checks and information will include, where applicable:

• satisfactory evidence of the person’s identity, including a recent photograph;
• confirmation of the person’s right to work in the United Kingdom;
• an appropriate Disclosure and Barring Service (DBS) check, including an enhanced criminal record certificate and relevant barred-list information where the role is legally eligible for, and requires, such checks;
• satisfactory evidence of conduct in previous employment concerned with the provision of health or social care or work with children or vulnerable adults, where applicable;
• where the person has previously worked in a position involving children or vulnerable adults, satisfactory verification, so far as reasonably practicable, of the reason why that employment or position ended;
• verification of relevant qualifications, skills, competence, experience and professional registration where these are required for the role;
• a full employment history, together with satisfactory written explanations for any gaps in employment, where required by Schedule 3;
• satisfactory information about any physical or mental health conditions relevant to the person’s capability to perform tasks intrinsic to the role, after any reasonable adjustments have been made; and
• any other information or checks required by legislation in relation to the person’s employment.

Recruitment decisions will take account of whether the individual is of good character and has the qualifications, competence, skills, experience and health necessary to perform the work safely and effectively.

Where a DBS certificate or other recruitment information identifies relevant concerns, {{org_field_name}} will undertake and document an appropriate risk assessment before deciding whether the individual is suitable for the role.

All required recruitment information must be obtained, verified and retained in accordance with Regulation 19, Schedule 3 and applicable data protection legislation.

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 Requirements

All new staff must receive induction, training, learning and development that is appropriate to their role and sufficient to enable them to carry out their duties safely and competently.

Training requirements will be determined according to the individual’s role, responsibilities, assessed learning needs and the needs of the people they support. Training will include, where relevant to the person’s role:

• Health and Safety: including fire safety, moving and handling and other health and safety requirements relevant to the role.
• Infection Prevention and Control: including the principles and procedures necessary to minimise the risk of infection.
• Safeguarding: recognising, preventing and responding appropriately to abuse, neglect, exploitation and improper treatment, including adult safeguarding and safeguarding children where relevant to the role.
• Medication Management: safe handling, administration, recording and management of medicines where the person’s role includes medicines support or administration.
• Equality, Diversity, Inclusion and Human Rights: promoting equality, respecting protected characteristics and supporting people without discrimination.
• Data Protection, Confidentiality and Information Governance: appropriate handling of personal and special category information in accordance with the UK General Data Protection Regulation, the Data Protection Act 2018 as amended, and applicable information-governance requirements.
• Basic Life Support and Emergency Procedures: at a level appropriate to the person’s responsibilities.
• Learning Disability and Autism: all staff working for the purposes of the regulated activities carried on by {{org_field_name}} must receive learning disability and autism training that is appropriate to their role and meets the applicable statutory requirements and the standards set out in the current statutory code of practice.

Training requirements must be identified at the start of employment and reviewed at appropriate intervals throughout employment. Staff will receive appropriate support, training, professional development, supervision and appraisal necessary to enable them to carry out the duties for which they are employed.

Where a member of staff has not yet demonstrated the competence required to carry out a particular activity safely, they will not undertake that activity independently and will receive appropriate supervision until the required level of competence has been demonstrated.

6.2 Care Certificate

Where the Care Certificate is applicable to a new member of the adult social care workforce, {{org_field_name}} will use the current Care Certificate standards as part of a structured induction and competency-assessment process.

The current Care Certificate consists of 16 standards:

• Standard 1: Understand your role.
• Standard 2: Your personal development.
• Standard 3: Duty of care.
• Standard 4: Equality, diversity, inclusion and human rights.
• Standard 5: Work in a person-centred way.
• Standard 6: Communication.
• Standard 7: Privacy and dignity.
• Standard 8: Fluids and nutrition.
• Standard 9: Awareness of mental health and dementia.
• Standard 10: Adult safeguarding.
• Standard 11: Safeguarding children.
• Standard 12: Basic life support.
• Standard 13: Health and safety.
• Standard 14: Handling information.
• Standard 15: Infection prevention and control.
• Standard 16: Awareness of learning disability and autism.

Completion of the Care Certificate requires assessment of both knowledge and, where the standard requires it, the worker’s ability to demonstrate the relevant skills and behaviours in practice. Completion will therefore not be based solely on attendance at training or completion of e-learning.

{{org_field_name}} will ensure that new workers receive the induction, supervision and assessment required for their role and will maintain evidence demonstrating how competence against the applicable standards has been assessed.

The Care Certificate does not replace role-specific training, statutory training, the statutory requirement for learning disability and autism training appropriate to the person’s role, or any additional competencies required for the individual to provide safe care and support.

7. Role-Specific Competency Development

7.1 Shadowing, Supervision and Mentoring

New care staff will undertake appropriate shadowing, supervised practice and role-specific induction before carrying out duties independently where those duties require demonstrated competence.

An experienced and competent member of staff will provide appropriate supervision and support during this period. The duration and extent of shadowing and supervised practice will be determined by the individual’s previous experience, qualifications, assessed learning needs, the complexity of the duties to be performed and the needs of the people receiving care.

Staff will not be permitted to undertake activities independently where they have not yet demonstrated the required level of competence. Appropriate supervision will remain in place until the member of staff has been assessed as competent to carry out the relevant duties safely.

7.2 Competency Assessment

Throughout induction and whenever required by the person’s role, {{org_field_name}} will assess staff knowledge, skills and competence using methods appropriate to the activity being assessed. These may include:

• direct observation of practice;
• practical competency assessments;
• questioning and knowledge assessments;
• review of records completed by the member of staff;
• supervised practice;
• reflective discussion; and
• other role-specific assessment methods.

Competency must be demonstrated in practice where the activity requires practical skills. Completion of a training course or e-learning module alone will not be treated as evidence of practical competence where direct assessment is required.

Where a member of staff has not demonstrated the required level of competence, they will receive additional training, supervision and reassessment and will not undertake the relevant activity independently until competence has been demonstrated.

Competency will be reviewed thereafter at appropriate intervals and whenever concerns, incidents, changes to the person’s role, changes in the needs of people receiving care, or changes in legislation, guidance or recognised practice indicate that reassessment is necessary.

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 will be implemented in accordance with the legislation, regulations and statutory regulatory requirements applicable to domiciliary care services in England, including, where relevant:

• the Health and Social Care Act 2008;
• the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including Regulation 18 concerning staffing, training, professional development, supervision and appraisal, and Regulation 19 concerning fit and proper persons employed;
• Schedule 3 to the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 concerning information required in respect of persons employed;
• the Health and Care Act 2022 requirements concerning learning disability and autism training;
• the statutory code of practice concerning learning disability and autism training issued under the Health and Social Care Act 2008;
• applicable Care Quality Commission requirements and guidance relating to the Fundamental Standards;
• the Equality Act 2010;
• the UK General Data Protection Regulation and the Data Protection Act 2018, as amended, including amendments made by the Data (Use and Access) Act 2025; and
• applicable safeguarding, employment, health and safety and immigration legislation relevant to the person’s role.

{{org_field_name}} will also have regard to the current Care Certificate standards and relevant Skills for Care workforce guidance when designing, delivering and reviewing induction arrangements.

Where legislation, statutory guidance or CQC requirements change, the induction programme and associated training requirements will be reviewed and amended as necessary.

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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