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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 {{org_field_name}} provides a structured, high-quality induction training programme for all new employees, enabling them to understand their roles, responsibilities, and regulatory requirements while delivering safe, effective, and compassionate care. This policy ensures that all new staff are fully prepared and competent before undertaking their duties, in line with Care Inspectorate Wales (CIW) regulations and best practices.

This policy ensures compliance with the legal and regulatory framework for domiciliary support services in Wales, including:

• Regulation and Inspection of Social Care (Wales) Act 2016 (including duties relating to quality, oversight, and workforce fitness).
• The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017 (as amended) — in particular:
  • Regulation 36 (Supporting and developing staff) requiring induction appropriate to role, role responsibilities, supervision/appraisal and core/specialist training;
  • Regulation 37 requiring compliance with the Social Care Wales Code of Practice for Employers;
  • Regulation 38 requiring provision of information to staff including record keeping, confidentiality, safeguarding reporting, and lone working arrangements;
  • Regulation 39 requiring disciplinary procedures including that failure to report suspected abuse is grounds for disciplinary action.
• Social Services and Well-being (Wales) Act 2014 — well-being, voice and control, prevention, and person-centred outcomes.
• Social Care Wales Codes of Professional Practice (for workers and employers) and supporting practice guidance, which must be available and actively promoted during induction.
• All Wales Induction Framework (AWIF) for Health and Social Care (Social Care Wales) — Last updated 25 February 2025 — to be completed alongside service-specific induction within the required/defined timescales.
• Welsh language “active offer” expectations — ensuring staff can support language of need and choice as part of induction and ongoing development.

2. Scope

This policy applies to:

• All new employees, including care workers, support staff, and managers.
• Temporary, agency, and bank staff working at {{org_field_name}}.
• Supervisors and mentors responsible for inducting new staff.

This policy also applies to volunteers who are permitted to work at the service, to ensure they receive induction, information, supervision and training proportionate to their role.

Agency/bank staff must receive a documented service introduction before any shift, including (as a minimum) the statement of purpose, core policies and procedures, and supervision/management arrangements.

It covers:

• Structure and content of the induction training programme.
• Mandatory training modules.
• Competency assessment and supervision.
• Timescales for induction completion.
• Ongoing professional development after induction.

3. Staff Induction Programme Structure

The induction programme at {{org_field_name}} follows a phased approach, ensuring staff gain the necessary knowledge, skills, and confidence before assuming their responsibilities.

3.1 Pre-Employment Checks and Onboarding

Before starting induction, all new employees must:

• Provide evidence of completed DBS checks in line with our DBS Checks Policy (DCW44).
• Submit proof of qualifications and references.
• Sign an employment contract and confidentiality agreement.

3.2 Initial Orientation (Day 1-5)

The first stage of induction includes:

• Introduction to {{org_field_name}}’s mission, values, and policies.
• Overview of CIW regulations and compliance requirements.
• Health and safety briefing, including fire safety and emergency procedures.
• Introduction to care plans, documentation, and reporting procedures.
• Role-specific responsibilities and expectations.
• Statement of Purpose and how the service is delivered in line with it.
• Record keeping requirements (daily notes, MAR charts where applicable, incident reporting, and audit expectations).
• Safeguarding reporting pathways (internal escalation and external reporting routes) and expectations that staff must report concerns.
• Lone working arrangements, including dynamic risk assessment, escalation and emergency procedures.
• Disciplinary expectations including that failure to report suspected abuse is a disciplinary matter.
• Welsh language and communication needs: understanding and meeting language of need and choice, and use of communication aids (e.g., PECS/BSL where appropriate).

3.3 Welsh language and communication (Active Offer)

The service will take reasonable steps to meet individuals’ language of need and choice and support communication needs. During induction, staff will be trained to: identify and record communication/language needs within care documentation; use any communication aids/equipment in place; and support access to Welsh language provision where required.

3.4 Mandatory Induction Training (Week 1-4)

New staff must complete core training modules covering:

Core Induction Training Modules

• Person-Centred Care – Understanding individual needs and preferences.
• Health and Safety – Risk assessments, manual handling, and workplace safety.
• Safeguarding Adults and Children – Identifying and reporting abuse (DCW13).
• Medication Management – Safe administration, storage, and record-keeping (DCW21).
• Infection Prevention and Control – Hygiene procedures, PPE use, and reducing risks (DCW17).
• Confidentiality and GDPR – Handling personal data securely and ethically (DCW34).
• Equality, Diversity, and Inclusion – Anti-discrimination practices (DCW30).
• Dignity and Respect in Care – Supporting service users with compassion (DCW31).
• Emergency First Aid – Basic life support, CPR, and responding to medical emergencies (DCW45).
• Social Care Wales Codes of Professional Practice (for workers and employers): standards of conduct, professional boundaries, raising concerns, and expected behaviours; codes must be available and actively promoted.
• Record Keeping & Information Governance in practice: accurate contemporaneous notes, secure handling of records, incident reporting and learning.
• Lone Working: risk assessment, check-in systems, escalation, personal safety and emergency procedures.
• Welsh language “active offer” and communication: supporting language of need and choice and using aids/equipment to enable meaningful communication.
• Delegated healthcare activities (where applicable): responsibilities/accountabilities when delegating or receiving delegated tasks and adherence to relevant professional guidance.

Specialist Training (If Required by Role)

• PEG Care and Management – For staff supporting individuals with enteral feeding (DCW47).
• Challenging Behaviour and De-escalation – For staff supporting service users with complex needs (DCW46).
• Dementia Awareness – Supporting individuals with cognitive impairments.

3.5 Social Care Wales Codes of Professional Practice

All staff (and volunteers where relevant) must read, understand and work in line with the Social Care Wales Code of Professional Practice for Social Care and any practice guidance applicable to their role. Access to current codes will be provided during induction and understanding will be assessed through supervision and competency sign-off.

4. Competency Assessment and Supervision

4.1 Supervised Shadowing Period

• New care workers will shadow experienced staff for at least five shifts before providing independent care.
• Supervisors will assess practical application of training, including:
  • Safe moving and handling techniques.
  • Medication administration (if applicable).
  • Effective communication with service users and families.

4.2 Induction Progress Reviews

• Weekly check-ins with the Registered Manager or designated mentor.
• Midway assessment (week 4) to identify learning gaps.
• Final assessment at the end of the induction period to determine readiness for independent work.

Following sign-off, staff will receive 1:1 supervision no less than quarterly and an annual appraisal, to support reflective practice, competence and ongoing development.

Training needs will be identified within the first month of employment and reviewed through supervision and appraisal.

5. Timescales for Induction Completion

• The full induction programme must be completed within 12 weeks.
• Staff must not work unsupervised until they demonstrate full competency.
• Probation reviews at 6 weeks and 12 weeks will evaluate progress.

Where the role requires Social Care Wales registration, the worker must be supported to apply for registration within 6 months of their start date (or earlier if required by the role/route), and the organisation will maintain evidence of application and progress.

AWIF sign-off: For regulated services, the Registered Manager is responsible for signing off evidence confirming AWIF outcomes have been achieved to a satisfactory standard.

6. Ongoing Professional Development After Induction

• Annual refresher training is mandatory for core skills.
• Staff are encouraged to complete Level 2 or Level 3 Health and Social Care qualifications.
• Specialised training is offered based on individual career goals and service user needs.

7. Monitoring and Compliance

• The Registered Manager ensures all staff complete induction within the required timeframe.
• Training records are maintained and reviewed during audits.
• Care Inspectorate Wales (CIW) inspections will assess staff training compliance.
• Staff feedback is collected to improve the induction process.
• The service will maintain a written record of all training and supervision undertaken or planned for each staff member.
• The service will complete an annual (or more frequent) training needs analysis to ensure staff competence matches individuals’ needs and the statement of purpose.
• Staff who require professional registration will be supported to maintain their registration and meet CPD requirements.

8. Related Policies

This policy should be read in conjunction with:

• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13).
• Health and Safety at Work Policy (DCW16).
• Confidentiality and Data Protection (GDPR) Policy (DCW34).
• DBS Checks Policy (DCW44).
• Equality, Diversity, and Inclusion Policy (DCW30).
• Medication Management and Administration Policy (DCW21).

9. Policy Review

This policy will be reviewed annually or sooner if required by legislative changes, CIW regulations, or operational needs.

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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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