SL97-Staff Induction Training Policy

Registration Number: {{org_field_registration_no}}

Staff Induction Training Policy

1. Purpose

This policy outlines the staff induction training process at {{org_field_name}}, ensuring that all new employees are fully prepared to deliver high-quality, safe, and person-centred care. A robust induction programme supports staff in developing the skills, knowledge, and confidence required to work effectively within our supported living services.

This policy ensures compliance with Care Quality Commission (CQC) regulations, including Regulation 18 (Staffing), which requires providers to ensure staff receive the appropriate training, support, and supervision to carry out their roles safely and effectively.

2. Scope

This policy applies to:

All new employees, including full-time, part-time, agency, and bank staff.
Volunteers and apprentices working within {{org_field_name}}.
Existing staff who require refresher training as part of their professional development.

3. Legal and Regulatory Compliance

This policy aligns with:

Health and Social Care Act 2008 (Regulated Activities) Regulations 2014:
- Regulation 18 – Staffing (Ensuring staff have the right training and support)
- Regulation 9 – Person-Centred Care (Ensuring staff understand and implement personalised care approaches)
- Regulation 12 – Safe Care and Treatment (Ensuring staff are competent in delivering care safely)
- Regulation 13 – Safeguarding from Abuse (Ensuring staff understand their safeguarding responsibilities)
Skills for Care – The Care Certificate (2015) (Minimum training standards for health and social care workers).
Equality Act 2010 (Ensuring staff are trained on anti-discrimination practices).
Health and Safety at Work Act 1974 (Training on workplace safety, fire procedures, and risk management).

4. Induction Training Objectives

The staff induction programme is designed to:

Ensure all new staff are competent, confident, and safe in their roles.
Promote best practices in person-centred care.
Educate staff on safeguarding and the rights of people we support.
Ensure compliance with CQC expectations and legislative requirements.
Provide staff with a structured pathway for ongoing professional development.

5. Structure of Induction Training

Our induction programme consists of the following key phases:

5.1 Pre-Employment Checks and Orientation

Before induction begins, all new employees must:

Provide proof of qualifications and DBS clearance.
Complete occupational health screening.
Sign confidentiality agreements and receive an overview of company policies.

New staff will receive a welcome pack with:

An overview of {{org_field_name}}’s mission, values, and commitment to high-quality care.
Key policies and procedures, including safeguarding, health and safety, and dignity in care.
A staff handbook outlining roles, responsibilities, and expected professional standards.

5.2 Initial Induction Training (First Two Weeks)

The first two weeks focus on essential training modules, including:

The Care Certificate (for new care staff), covering:
- Understanding the role of a care worker
- Duty of care
- Equality and diversity
- Work in a person-centred way
- Communication skills
- Privacy and dignity
- Safeguarding adults and children
- Basic life support
- Health and safety, including fire safety and manual handling
- Infection prevention and control
- Handling information (GDPR and confidentiality)
Company-Specific Training:
- Understanding {{org_field_name}}’s values and person-centred care approach.
- Introduction to CQC regulations and compliance.
- Reporting concerns and whistleblowing procedures.
- Medication administration protocols (where relevant).

5.3 Shadowing and Supervised Practice (Weeks 3-6)

New staff shadow experienced colleagues to observe best practices in care delivery.
A mentor or buddy system is assigned to each new staff member for ongoing support.
Supervised practice allows staff to gain hands-on experience while being assessed by senior staff.
Regular feedback sessions ensure staff feel supported and can ask questions.

5.4 Competency Assessments and Probation Review (Weeks 6-12)

Each new staff member undergoes competency assessments, including:
- Safe handling of medication (if applicable).
- Effective communication with people we support.
- Safeguarding and emergency procedures.
Line managers conduct probation reviews at 6 and 12 weeks to assess progress.
If further training is needed, additional support is provided before sign-off.

6. Ongoing Training and Development

Induction training is only the first step. We provide continuous professional development through:

Mandatory annual refresher training on safeguarding, health and safety, and emergency procedures.
Specialist training based on individual roles, such as dementia care, autism awareness, and mental health first aid.
Regular supervisions and appraisals to identify skills gaps and training needs.
Opportunities for career progression, including NVQs in Health and Social Care.

7. Managing Induction Training Efficiently

To ensure our induction programme is efficient and effective, {{org_field_name}}:

Uses structured training plans with clear learning objectives.
Assigns induction coordinators to oversee new staff progress.
Uses digital learning platforms for easy access to training materials.
Collects feedback from new staff to continuously improve the induction process.
Ensures all training records are documented and regularly reviewed.

8. Staff Responsibilities

Managers

Ensure all new staff complete their induction within 12 weeks.
Monitor competency assessments and provide additional training where needed.
Offer regular supervision and mentoring to support staff development.

New Employees

Attend all mandatory training sessions.
Engage in shadowing and supervised practice.
Demonstrate professional behaviour and a willingness to learn.

9. Compliance Monitoring and Quality Assurance

All training records are maintained and audited regularly to ensure compliance.
Compliance with training requirements is reviewed during staff supervisions and CQC inspections.
If staff fail to complete their induction, a performance review meeting is held to address concerns.

10. Related Policies

SL09 – Confidentiality and Data Protection Policy
SL13 – Safeguarding Adults from Abuse Policy
SL16 – Health and Safety at Work Policy
SL18 – Risk Management and Assessment Policy
SL27 – Staff Supervision, Training, and Development Policy

11. Policy Review

This policy will be reviewed annually, or earlier if:

Legislation or CQC guidance changes.
A significant issue arises with induction training.
Feedback from staff or people we support suggests improvements.

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}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.