STAFF INDUCTION PACK

Name of Employee

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CONTENTS

1.INTRODUCTION

2.HOW TO USE PACK

3.INDUCTION STAGES

Stage 1 PREPARATION

WEEKLY PLAN

PEOPLE TO MEET

DOCUMENTATION REQUIRED

Stage 2 – INDIVIDUAL/ESTABLISHMENT

Stage 3 – CORPORATE

Stage 4 – EVALUATION

INDUCTION RECORD

APPENDIX 1 - Care Certificate Standards

APPENDIX 2 - CQC Inspection: Key Lines of Enquiry

Why have Induction?

Induction is a process designed to ensure that all staff are given the opportunity to gain the knowledge and information they need to carry out their duties as quickly as possible after they start a new job. This helps them to feel welcomed, informed and safe, and to settle quickly into the role. This in turn enables Nugent Care to maintain high standards of service. For those services regulated by the Care Quality Commission (CQC), achievement of the Care Certificate within 12 weeks of commencement is a particular requirement.

Why is a pack necessary?

The pack has been developed as a response to the need for an Induction process common to the whole of Nugent Care. An Induction Pack will ensure that each establishment and Department has a unified approach.This pack provides a way of planning the induction process for all staff, and acts as evidence of the organisation’s approach to induction, which is required by regulatory bodies.

What is in the pack?

This pack is designedto guide Heads of Establishments/projects/Departments and Line Managers through the various stages of induction. It is designed as a process, with a section relating to each specific stage and a blank section for you to add specific information in relation to your own establishment or area of work. It is in loose-leaf format so that it can be updated and added to as required.

The aim of Induction

The aim of Induction is to provide all staff entering a new work situation with the opportunity to gain and develop an understanding of the following: -

The job;

Nugent Care and its purpose;

Their own role and the roles of others;

The essential skills needed to carry out the duties for which they are employed

What will be the expected outcome of the process?

At the end of the Induction process, a member of staff will be able to: -

Demonstrate an understanding of the job and its impact on others;

Understand and demonstrate a knowledge of the methods of service delivery used in their workplace;

Describe the codes of conduct, rules and procedures applying to their job and work situation;

Demonstrate a level of skill equal to their experience and training;

Understand and demonstrate a commitment to Nugent Care’s Basic Principles;

Understand and demonstrate a commitment to Nugent Care’s Policy on Equal Opportunities;

Cope with the experience of transition and the feelings that may arise.

How to use this pack

The Induction programme is in four stages:

Stage 1Preparation

This work must be done before the new member of staff starts work, and will enable you and your existing staff to prepare for the new employee.

Stage 2 Individual/Establishment

This work starts the day the new member of staff arrives. It will enable the new member of staff to integrate, to avoid serious mistakes and to obtain basic information.

This also provides information specific to your establishment.

Stage 3Corporate

This builds on the knowledge given at the worksite and is made available via the Corporate Induction Course run quarterly

Stage 4Evaluation

This gives the opportunity to review progress, and identify further action if required. It is an ongoing process and should not finish with the completion of this stage.

INDUCTION STAGES

Stages of induction will take place at various levels, by various people, both at the establishment and at Central Office.

STAGE
/
CONDUCTED AT/BY
/ WHEN
Stage 1
PREPARATION / Central Office/School/Establishment/project/Department by Head/manager of the inductee / Prior to the new member of staff commencing employment
Stage 2
INDIVIDUAL/ ESTABLISHMENT / Central Office/School/Establishment/project/section by Head/ manager of the inductee / Starts on the first day of employment
Stage 3
CORPORATE / Central Office, by Training Manager and Head of HR / To be undertaken within the probationary period
Stage 4
EVALUATION / Central Office/School/Establishment/project/Department
by Head/ manager of the inductee / At completion of probationary period

STAGE ONE

Stage 1Preparation

This work must be done before the new member of staff starts work, and will enable you and your existing staff to prepare for the new employee.

ITEM / CHECKLIST/
NOTES / METHOD / BY / SIGNED
Arrange mandatory induction training in advance of start date (where applicable)
Brief staff
Organise work area if necessary
Notify other staff within establishment, outside depart-ment, outside authority where applicable
Send out any helpful information to individual in advance of arrival, e.g. time to arrive and who to report to etc
Amend telephone directories if necessary
Inform IT Department of IT requirements, email address, etc

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STAGE 1 - PREPARATION

WEEKLY PLAN

NAME OF EMPLOYEE:

START DATE:

MONDAY

/ TUESDAY / WEDNESDAY / THURSDAY / FRIDAY / SATURDAY / SUNDAY
MORNING
AFTERNOON
EVENING

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STAGE 1 - PREPARATION

PEOPLE TO MEET

Date / Name / Title / Points for discussion / Any Further actions

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STAGE 1 - PREPARTION

DOCUMENTATION REQUIRED

Copies of the documents listed below must be given to the employee, who must sign to acknowledge receipt:-

Document / Location on website / Employee sign / Manager sign
Social Networking Policy / Policies & Procedures Book 1
Employee Safety Handbook / Forms & Guidance
Own Vehicle Driver Handbook / Forms & Guidance
Staff Handbook / Forms & Guidance

The documents below must be brought to the attention of the employee:

Document / Where kept / Tick when completed
Equal Opportunity Policy / Book 1
Personal Relationships at Work / Book 1
Staff Development Policy / Book 1
Access to Records Policy / Forms & Guidance
Staff Behaviour / Book 1
Health & Safety at Work Policy / Book 3
Recording and Reporting Safeguarding Incidents / Book 2
Whistleblowing / Book 1
Disciplinary Procedures / Book 1
Grievance Procedures / Book 1
Policy (ies) in relation to Care of Adults
(where applicable) / Book 2
Policy (ies) in relation to the Care of Children
(where applicable) / Book 2
Information Governance leaflet / Quality Assurance
Mission Statement & Principles / Nugent Care Website

STAGE TWO

Stage 2 Individual/Establishment

This work starts the day the new member of staff arrives and continues until the new member of staff successfully completes their probationary period.

The CPD portfolio in this pack should be given to the new employee to complete and update throughout their employment

PART A

Provides the information that will enable the new member of staff to integrate, to avoid serious mistakes and to obtain basic information.

For staff working in CQC-regulated services:

  • completion of the Care Certificate by support workers is mandatory within 12 weeks of commencement
  • Registered Managers’ induction must include an understanding of the CQC Key Lines of Enquiry

(See Appendices 1 & 2)

PART B

Provides important information that needs to be covered but is not seen as a priority.

PART C

Provides information that whilst necessary is not considered a priority.

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STAGE 2 – INDIVIDUAL/ESTABLISHMENT

PART Aprovides the information that will enable the new member of staff to integrate, to avoid serious mistakes and to obtain basic information.

All care staff will be required to undertake training on the Caresys IT system to meet the required proficiency level.

NB: For staff working in CQC-regulated services, Part A will include:

- achievement of the Care Certificate by Support Workers within 12 weeks of commencement. This applies to:

- staff who have no previous social care experience

- staff who are not trained to level 2 diploma/NVQ in Adult Social Care

Managers should contact the Training Department for advice on the completion of the Care Certificate by the individual

- for Registered Managers, an understanding of the CQC Key Lines of Enquiry

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Structure of
Section/
Establishment/project
Names and
Job Titles
Responsibilities
Of colleagues
Objectives of
Section/Establishment/project
ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Location
Standards of working
Role of Mentor
Entrances/exits
Departmental
Layout
Toilets
Rest Rooms
Attendance
Times
Sickness/absence
Health and Safety

PART A cont.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Introduction
To colleagues
Methods of work
Evaluation
Scope for
Advancement
Scope of
Responsibilities
Expectations of
Performance
Counselling/
Appraisal systems
ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Fire Precautions
Protective clothing
First Aid
Accident Reporting
Security
Policies and Procedures
Standards of behaviour (including the CQC Code of Conduct if appropriate)

PART A cont.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Administrative Procedures
Sources of Information
Parking
Messages

PART Bprovides important information that needs to be covered but is not seen as a priority.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Conditions of Employment
Time Sheets (including Caresys CAMT procedures where applicable)
Pay
Overtime Arrangements
Expenses
Holidays

Part B cont.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Statutory Sick Pay
Pension
Maternity/Paternity/Adoption Provision
Family Leave Policy & Procedures
Training and Development/CPD
Disciplinary Procedure
Grievance Procedure
Involvement and Communication

Part B cont.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Trade Union Membership
Communications

PART Cprovides information that whilst necessary is not considered a priority.

ITEM
/ METHOD / INDUCTOR SIGN / NEW STAFF MEMBER SIGN / DATE COMPLETED
Promotion and Transfer
Help with problems
Welfare and Employee Benefits

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STAGE THREE

CORPORATE INDUCTION

The corporate induction is designed to provide new members of staff an overview of the work and scope of Nugent Care.

The course, which consists of half-day, is facilitated by the Training Team Leaderand Head of Human Resources.

Through a series of slide presentations, discussions and some fun exercises, participants will gaina greater understanding of where they fit in to Nugent Care.

The Training Department will notify managers of the dates of the Corporate Induction. Managers are responsible for nominating their staff to attend the course.

STAGE FOUR

EVALUATION

Name: / Central Office/School/Establishment/project
Date: / Position:
STAGE / SUBJECT / COMPLETION DATE
Stage 1 / Preparation
Stage 2 / Section/Establishment
Stage 3 / Corporate
Stage 4 / Evaluation
Evaluation Sheet completed

The above information/rules/procedures were explained to me during my Induction Period at the levels indicated above.

I/We feel that further information is required on: ______
______
______

The arrangements made for this are: ______
______

SignedDate:

Name:

(BLOCK CAPITALS)

Signed:Date:

Line Manager/Principal Officer/Head Teacher (delete as appropriate)

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Appendix 1

Care Certificate Standards

The Certificate consists of 15 Standards, each of which is divided into a number of elements. The Standards are:

1Understand your role

2Your personal development

3Duty of care

4Equality and diversity

5Work in a person centered way

6Communication

7Privacy and dignity

8Fluids and Nutrition

9Awareness of mental health, dementia and learning disability

10Safeguarding adults

11Safeguarding children

12Basic life support

13Health & safety

14: Handling information

15: Infection prevention and control

Knowledge and understanding of these standards will be developed and assessed by a combination of work-based observation, work activities, discussions, work books and formal training. There are three full-day training sessions that must be attended by the individual.

The Certificate must be completed satisfactorily by the individual within 12 weeks of their commencement in a new post.

Contact the Training Department for further information.

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Appendix 2

CQC Inspection: Key Lines of Enquiry

Below are the Key Lines of Enquiry (KLOEs) which will be followed by CQC to assess regulated services.

Newly-appointed Registered Managers must become familiar with the KLOEs as part of their induction, and beaware of how to show evidence in response to the questions posed.

The Head of Service – Adults and the Training Manager will be able to assist with this.

SAFE

S1How are people protected from bullying, harassment, avoidable harm and

abuse that may breach their human rights?

S2How are risks to individuals and the service managed so that people are

protected and their freedom is supported and respected?

S3How does the service make sure that there are sufficient numbers of suitable

staff to keep people safe and meet their needs?

S4How are people’s medicines managed so that they receive them safely?

S5How well are people protected by the prevention and control of infection?

EFFECTIVE

E1How do people receive effective care, which is based on best practice, from staff who have the knowledge and skills they need to carry out their roles and

responsibilities?

E2Is consent to care and treatment always sought in line with legislation and guidance?

E3How are people supported to eat and drink enough and maintain a balanced diet?

E4How are people supported to maintain good health, have access to healthcare servicesand receive ongoing healthcare support?

E5How are people’s individual needs met by the adaptation, design and decoration of the service?

CARING

C1How are positive caring relationships developed with people using the service?

C2How does the service support people to express their views and be actively

involved in making decisions about their care, treatment and support?

C3How is people’s privacy and dignity respected and promoted?

C4How are people supported at the end of their life to have a comfortable, dignified and pain free death?

RESPONSIVE

R1How do people receive personalised care that is responsive to their needs?

R2How does the service routinely listen and learn from people’s experiences,

concerns and complaints?

WELL – LED

W1How does the service promote a positive culture that is person-centred, open, inclusive and empowering?

W2 How does the service demonstrate good management and leadership?
W3 How does the service deliver high quality care?
W4 How does the service work in partnership with other agencies?

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