1. This induction programme takes a worker through the first four months with the Child Care Service. The first two months are laid out in the checklist, with the plans for the next two months flowing from discussions between the worker and their manager. Induction must dovetail with supervision, and is designed to give a positive grounding in the work of the service and the new worker’s place within it.
  1. Essentially, all workers need to be inducted into all aspects laid out in the programme. The manager should take into account the worker’s experience when detailing the extent and nature of introduction to each element. This will avoid experienced workers having to jump through hoops as well as ensuring that new workers do not miss key induction components.
  1. In most circumstances, no cases should be allocated at all within the first two weeks, and this should be strictly adhered to when a newly qualified worker starts. An outline of the initial caseload is built into the second week of the induction programme.
  1. The “Introduction Guide for Managers” (the “Guide”) is the Clackmannanshire Council corporate basis for all Council staff. It establishes common induction for all staff, guidelines for managers and links to HR Online. (This is included as an appendix.) Sections 1 to 9 of the extended Child Care Induction contain the corporate Clackmannanshire Council induction and should be used as established in the “Guide”. The “Confirmation of Completion of Initial Induction Programme” requires to be signed off by the end of the first week. The extended Child Care Induction carries on from Section 10.
  1. On the first day, the worker’s line manager should meet the worker. If this is not possible, another manager should welcome the worker. The worker’s own line manager will have prepared the Induction and have set up a meeting as soon as possible.
  1. A diary should be made up for the worker covering activities within the first two weeks at least. Clearly, the worker will then share responsibility with the manager for arranging meetings, visits and reading. Discussions about Looked After Children Child Protection and Admin systems, as well as meetings with relevant staff in Lime Tree House would usefully be set up in advance.
  1. The manager and worker will meet weekly within the first month. As each element is completed, this should be noted and comments included in the ‘Notes’ section on the proforma. The proforma can be used on screen and saved in the worker’s supervision file.
  1. The timescales are important. Drift in the process will lead to a lack of preparedness for workers.

  1. It is the manager’s responsibility to set out the Induction programme. It is the worker’s responsibility with the manager to ensure it is followed through.
  1. At the end of month one, a review of the month will take place between the manager and the worker. This will be minuted and any gaps noted, with a plan agreed to address them. Discussion will take place around additional specific induction required in month two.
  1. At the end of month two, a second review meeting will take place. The overall specified Induction will be reviewed. Plans will be laid for the level of ongoing supervision and any further induction required in the following two months. This will focus on the specific tasks the worker has to undertake and identified areas requiring further work.
  1. At the end of month four, a final review meeting will take place. At this point the “Confirmation of Completion of Extended Induction Programme” will be signed off if agreed. Any need for continued induction where issues cannot be dealt with within ongoing supervision will be discussed with the manager’s line manager.
  1. At this point, the formal Induction process will end.

G:\Reports-Council and Committee\Council\2007\January\Clacks Child Care Service - Appendix 2.doc23/10/18

Introduction Guide/ Checklist – Child Care Service

(Social Work Assistant, Social Worker, Senior Social Worker, Team Manager, related professionals)

Name: ………………………………………………………………..

Job Title:………………………………………………..Service: ……………………………………

Start Date:…………………………………

AREA TO BE COVERED / By whom / Date completed / Notes
BY END OF DAY ONE
1. INTRODUCTION TO THE COUNCIL/SERVICE
Give brief overview putting into context where individual works in relation to the Council as a whole and their Service. PowerPoint presentation available on j:\ drive.
2. INTRODUCTION TO TEAM/COLLEAGUES
Introduce individual to staff including senior staff and others with whom individual will have regular contact both within and out with Service. If it’s a large team concentrate initially on immediate colleagues.
3. TOUR OF WORKPLACE AND GENERAL INFORMATION
a new worker’s desk should be set up, clean and have a welcome pack including stationery, maps, diary and a structure of the Service.
Nominate a “buddy” or “mentor” to provide support over first few days/weeks both for this and job induction.
Parking
Toilets
Canteen facilities and meal and other breaks
Other staff facilities
Issue Entry cards/code
Identity pass – arrange for this.
Hours of work and arrangements around additional hours worked.
4. HEALTH AND SAFETY
Not all the items will be applicable to every employee. It’s up to managers to decide for each post, which items should be covered. Focus on the basics, such as escape routes and emergency procedures on the first day but ensure that all relevant aspects are covered at an early stage.
General - -advise on (and where appropriate show) the following
Explain the Fire Drill procedure & walk the fire exit route
Identify Fire Person
Locate Fire Assembly point is
Locate Fire extinguishers
Identify First Aiders
Locate First Aid Box
Explain Procedure for Reporting accidents – complete PT1 form
Show Nearest Fire Alarm activator
Smoking Policy – No smoking in any building
Office/facility/site security – ie key holders

Service/job specific (Use as required)

Health and Safety policy – provide a copy or show where to access
Refer to Service specific guidelines eg VDU, Manual handling, Review relevant risk assessment
Protective clothing issued (if relevant)
Transport service users etc
Mobile phone use (if a user)
5. INTRODUCTION TO ROLE/JOB (Use as required)
Outline of job and overview of job profile
Key priorities – link to Service Plan
Allocation of workstation and equipment
Use of telephone system (if relevant)
Who are key contacts
IT log in and how to use the system (if relevant) – inc HR online, helpdesk, lotus notes, hydra, CLACKSWEB (IT induction soon to be available)
Go over service specific procedures/paper and IT systems eg filing

BY END OF WEEK ONE

ARE TO BE COVERED / By whom / Date completed / Notes
6. TERMS AND CONDITIONS
Refer to Employee Handbook and clarify Service specific arrangements. Ensure individuals are aware of key terms and conditions and who to contact with queries it the future.
Pay dates – highlight next pay date
Holidays – outline procedure for requesting holidays
Sickness absence – procedure for reporting, completing self certification, requirement for Doctor’s certificate
Timekeeping/flexitime –explain service arrangements
Mileage claims – (if relevant) who signs them?
Car insurance requirements (if relevant)
Overtime procedures – (if relevant)
Shiftwork/unsocial hours – (if relevant)
7. HR / PERSONNEL INFORMATION
Refer to Employee Handbook which provides an overview key policies, procedures, rights and responsibilities. Ensure individual knows how to access full policies and procedures either via COIN or if no access to COIN via the Manager, Service representative. Highlight key policies.
Equal Opportunities
Harassment Policy – highlight acceptable / unacceptable behaviour
Harassment Adviser scheme – flyer should have been
Grievance procedure
Reporting concerns at Work
Discipline
Email and internet use – outline what is acceptable use
Alcohol and Drugs
8. TRAINING AND DEVELOPMENT
Discuss any immediate training and development needs and how they might be achieved eg IT packages (detail below). Initial IT training (introduction to CFIS, e-mail, etc.) is essential, as is the worker knowing where to ask for surther advice.
Outline the EDP scheme – refer to info on COIN or where to access forms.
Confirm when their EDP meeting will be – arrange an early meeting if out of line with normal cycle.
9. HELPFUL RESOURCES, COMMUNICATION & TRADE UNION MEMBERSHIP
Communication methods within the team/service – Noticeboards, ECCO, COIN
Explain what arrangements are in place for team meetings eg frequency, date of next meeting
Who are the local representatives if an individual wants to join the trade union or find out more?
Map of local area, useful local resources, contact telephone numbers,
Staff benefits – refer back to handbook. List of suppliers who offer local discounts is available on COIN
10. MEETING WITH LINE MANAGER
Clearly, the manger should meet the worker on day one as part of the welcome. A more detailed meeting to look at Induction process is required. If the line manager is not available, they should have prepared the detailed Induction and this meeting will be handled by a colleague manager.
11. OUTLINE OF RANGE OF RESOURCES
This should be initially those most relevant to the worker’s role (please list below)

12.INTRODUCTION TO THE AREA

This will include a tour of the Clackmannanshire Council area.
13. MEETING WITH RELEVANT KEY HQ/LIME TREE HOUSE STAFF
This should be set up in advance of the worker starting.
Please list below
14. INTRODUCTION TO ADMINISTRATIVE SYSTEMS
Please arrange with the Office Manager. This will be followed up by more detailed input regarding CFIS as arranged with the Office Manager.
Confirmation of Completion of Initial Induction Programme

Name……………………………… ………………………………… ……………. Start Date………………

Service……………………………… ………………………………… ……

Job title…………………………… ………………………………… ..

Internal / external appointment (Delete as appropriate)

We agree that the above staff member has completed their Introduction Programme and that they are fully aware of their role and responsibilities within Clackmannanshire Council.

BY END OF WEEK TWO
ARE TO BE COVERED / By whom / Date completed / Notes
15. OVERVIEW OF CHILD PROTECTION PROCESSES
This should be arranged with the CP register holder in advance of the worker starting.
16. OVERVIEW OF LOOKED AFTER AND ACCOMMODATED CHILDREN PROCESSES
This should be arranged with the Reviewing officer in advance of the worker starting.
17. OVERVIEW OF THROUGHCARE AND AFTERCARE PROCESSES
This should be arranged with the Reviewing officer
18. INTRODUCTION TO LOCAL REPORTER/CHILDREN’S PANEL
19. INTRODUCTION TO RELEVANT HEALTH COLLEAGUES (HEALTH VISITOR, CADS etc.)
20. OVERVIEW OF CFIS SYSTEM
This should be arranged via the Office Manager in advance of the worker starting.
21. INTRODUCTION TO CHILD CARE PROCEDURES
These should be read, with key procedures highlighted. It should be stressed to new workers that the procedures should be referred to on an ongoing basis.
22. INFORMATION ON THE WORK OF OTHER PARTS OF THE CHILD CARE SERVICE (CASEWORK, RESOURCES, WOODSIDE, YOUTH JUSTICE, CHILDREN WITH DISABILITIES, etc.)
23. OUTLINE OF INITIAL CASELOAD
This should be an introduction to the caseload. Allocation will not begin to take place until at least the first two weeks is completed.
24. INTRODUCTION TO EDUCATION SERVICE
This should include (as relevant) linked secondary school and its feeder primary schools, the Schools Support Service, SEN provision, family centres and nursery education.
25. INTRODUCTION TO CRIMINAL JUSTICE SERVICE
Arranged via the Team Manager CJS.
BY END OF MONTH ONE
ARE TO BE COVERED / By whom / Date completed / Notes
26. INTRODUCTION TO ADULT CARE SERVICE
Arranged via a Team Manager, Adult Care.
27. MEET RELEVANT VOLUNTARY/COMMUNITY SECTOR COLLEAGUES
28. INTRODUCTION TO DUTY SYSTEM (AS APPROPRIATE)
29. MEET TRAINING SECTION TO LOOK AT TRAINING AND DEVELOPMENT NEEDS
This will involve discussion on training and development generally, discussion on specific training and development needs and access to the facilities in the training section.
30. VISIT WOODSIDE CHILDREN’S UNIT
Arranged via the Unit Manager
31. INTRODUCTION TO HOUSING SERVICE
This should include homelessness as the key area, the allocation system and the Antisocial Behaviour Team.
32. BEGIN TO PICK UP CASELOAD
This should reflect the experience of the worker.
33. FIRST REVIEW OF INDUCTION
At the end of month one, a review of the month will take place between the manager and the worker. This will be minuted and any gaps noted, with a plan agreed to address them. Discussion will take place around additional specific induction required in month two.
BY END OF MONTH TWO
ARE TO BE COVERED / By whom / Date completed / Notes
34. ATTEND CHILD PROTECTION CASE CONFERENCE AS AN OBSERVER
Arranged with the Chairperson of the CPCC.
35. ATTEND SECTION 31 REVIEW AS AN OBSERVER
Arranged with the Reviewing Officer.
36. ATTEND CHILDREN’S HEARING AS AN OBSERVER
Arranged with the Chairperson of the Panel.
37. IDENTIFY AND VISIT HEALTH RESOURCES
A wider look at the most relevant resources.
38. IDENTIFY AND VISIT EDUCATION RESOURCES
A wider look at the most relevant resources.
39. MEET FOSTER CARERS AT TRAINING SESSION LUNCH
Arranged via the Senior Social Worker, Resources Team.
40. SECOND REVIEW OF INDUCTION
At the end of month two, a second review meeting will take place. The overall specified Induction will be reviewed. Plans will be laid for the level of ongoing supervision and any further induction required in the following two months. This will focus on the specific tasks the worker has to undertake and identified areas requiring further work.
BY END OF MONTH FOUR
ARE TO BE COVERED / By whom / Date completed / Notes
41. At the end of month four, a final review meeting will take place. At this point the “Confirmation of Completion of Extended Induction Programme” will be signed off if agreed. Any need for continued induction where issues cannot be dealt with within ongoing supervision will be discussed with the manager’s line manager with an action plan agreed with them.
Confirmation of Completion of Extended Induction Programme

Name……………………………………………………………………………… Start Date………………

Service………………………………………………………………………

Job title……………………………………………………………………

We agree that the above staff member has completed their Introduction Programme and that they are fully aware of their role and responsibilities within the Child Care Service in Clackmannanshire Council.

1

G:\Reports-Council and Committee\Council\2007\January\Clacks Child Care Service - Appendix 2.doc23 October 2018