Name: Start Date:

……………………. Community Health Partnership/Community Health and Care Partnership

Staff Induction Programme

It is easy to forget that the selection process is only the beginning of the employment relationship, and the future of that relationship depends to a considerable extent on how the new employee is settled into the job. Most labour turnover is among new employees, and work efficiency is reached only after a period of learning and adjusting to the new environment.”

Advisory, Conciliation and Arbitration Service (ACAS) Advisory booklet

- Recruitment and induction, October 2007

Introduction

It is the responsibility of Line Managers to ensure new employees have a structured and supportive induction into their new role and department. The aim of this document is to provide guidance to Line Managers on the stages of induction within …………………………………………...

It is acknowledged that some departments within the CHCP may have their own rigorous induction processes in place. This information will compliment those processes and ultimately enhance the induction of individuals into the CHCP.

The induction process is worthy of investment and Managers will be sensitive and supportive to ensure employees are successfully inducted into their new role and the organisation.

INDEX
Introduction
Index
Welcome Letter
PDN Letter
Personal Information
Key Telephone Numbers
Induction Framework
Corporate Induction
Induction Checklist
Evaluation
Personal Development Planning & Review
Structure of Children’s Services
Child Protection Information
Useful Links / PAGE
1
2
3
4
5
6
7
8
9 – 13
14 – 16
17 – 18
19
20
21


Dear Colleague,

I would like to take this opportunity to welcome you to …………CHP/CHCP. My name is …………………….. and I am the Senior Nurse for Children and Families Service.

My responsibility and accountability incorporates clinical, administrative and managerial domains for children’s services. I have to ensure that good governance systems for nursing or midwifery are in place and I also act as an equal partner in the overall organisational management of the CHCP, providing clinical expertise as a member of the senior management team.

We value the contribution of every member of staff and I hope you will take an active part in the work of the CHCP and also take all the opportunities on offer to pursue your own personal development. You can find more information about the ….. CHCP at …..(link to website)

Once again, thank you for joining us in the ………… CHCP and I hope you will enjoy your work here and contribute to the excellent standards of care delivered by all staff here.

I can be contacted at ……ggc.nhs.co.uk and on 0141 ………..

Yours sincerely

signature picture

For details about professional development contact:-

…………………………………………………………Practice Development Nurse


Dear Colleague

A warm welcome to the (insert CH (c) P) in your role of (insert role)

As Practice Development Nurse my role is to support the Public Health Nursing Team within the Children and Families Service to continually improve the delivery of care to the population we serve.

I work with the staff helping them identify their personal development needs. I am responsible for developing and enhancing specialist nursing knowledge, skills and competencies and as part of my role will lead and participate in the learning, education and development of staff.

I also work with staff groups regarding audit and the development and implementation of clinical guidelines, protocols and policies in order to ensure the provision of evidence based care.

I work with the Senior Nurse and Team Leaders (remove Team Leaders where they are not in post) in taking forward the Children’s Services work plan. As part of the team I am here to support your induction into the health team and also the wider teams within your area of work.

We will be meeting on (insert date) at (insert time) in (insert venue).

I can be contacted on landline number (insert landline number)

Mobile Number (insert mobile number)

E mail address (insert email address)

I look forward to meeting and working with you.

Yours faithfully

Practice Development Nurse

For details about Learning and Education Opportunities contact

…………………………………………………………Learning and Education Advisor

(add link to L and E city and non city partnerships)

Name of New Employee:………………………………… Start Date:……………

Post:………………………………………………………… Band:…………………

Working Pattern:…………………………………………. Hours:………………

Team Identifier: ………………………………………

Address where post located:

………………………………………………………………………………………………

………………………………………………………………………………………………

Telephone Number:……………………………………………………………………………..

Mobile Number:……………………………………………………………………………….

Designated Preceptor:………………………………………………………………………

Caseload Holder ( if Applicable): ………………………………………………………….,

Team Leader ( If applicable)……………………………………..…………………………

Telephone Number:……………………………………………………………………………….

Mobile Number:…………………………………………………………………………………

KEY TELEPHONE NUMBERS

Senior Nurse – Children and Families Service

Personal Assistant to Senior Nurse

Health Improvement Team

Health Visitor Administrative Support

Team Leaders

Practice Development Nurses

Child Protection Development Officer

PACT (Parent & Children Together Team) Leaders

Parenting Coordinator

Infant Feeding Support/Contact

Main Social Work Department

Other

Main Health Centres / Clinics

Other

Car Leasing 0141 278 2882/2880

Payroll 0141 278 2908

Expenses 0141 278 2922


NHS GG&C Corporate Induction

The NHS Greater Glasgow and Clyde corporate approach for supporting new employees into the organisation is an on-line induction tool; this can be accessed via the GG&C intranet site. It is located within the Learning & Education site of Staffnet:

http://www.staffnet.ggc.scot.nhs.uk/Human+Resources/Learning+and+Education/Induction

This on-line induction tool provides new employees with organisational information previously provided at the corporate induction event. This includes information on the structure of Greater Glasgow and Clyde, Human Resources, Learning & Education, mandatory and statutory requirements e.g. Health & Safety, Infection Control, Governance, Managing Information.

The manager, or delegated person, has a responsibility to provide the new employee with details of how to access this online tool and should provide appropriate support where required. The portal will guide both parties through the process and provide links to the information required.

Induction Checklist

The checklist was developed from the Greater Glasgow and Clyde Induction Group to provide a consistent approach across all roles within NHS GG&C. This is a generic checklist that will support the initial induction of new employees. It is acknowledged that some elements of this checklist may not be applicable to some individuals or staff groups.

This checklist can also be found on the GG&C on-line induction tool.

.The Line Manager or delegated person’s responsibility;

q  Identify local elements required to be included in the checklist.

q  Ensure that you are available on the first day to welcome the new employee or if this is not possible delegate this responsibility.

q  Ensure that the new member of staff has a copy of the checklist on day 1

q  Explain induction process relevant to role and purpose of checklist.

q  Prioritise elements of the checklist for completion

q  Provide support and guidance to enable completion of the checklist.

q  Ensure that checklist is dated and signed upon completion of all relevant elements

q  Retain original in individual’s personal development file and ensure that the employee has a copy.

Local and Profession Specific Induction

This checklist is not exhaustive and Line Managers are expected to add specific local components as appropriate to the department and individual’s role.

NHS Greater Glasgow & Clyde Induction Checklist for Community Children and Family Health Team
Name:
Designation:
Start date: / Department:
Location:
Line manager:
DAY 1
Departmental Welcome / Applicable (Y / N) / Method used / Date completed
Introduction to Manager / Named Preceptor

Explanation of department/ staff structure

Explanation of the function of the department and the roles within it
NMC professional registration check
Guided tour of the department
Introduction to colleagues
Information on Staff Partnership
Information on uniform, folder, bag, equipment, and diary
Hours of work / break times
Preceptorship pack 1-8 weeks- Consolidation and Action Plan
DAY 1 to WEEK 1
Meet with Health Visiting Team
Meet with GP Practice Team
Orientation to local area
Meet with PDN
PAY 1
Administration / Pay and Conditions / Applicable (Y / N) / Method used / Date completed
Complete engagement procedure IT access form, mobile phone form.
ID badges
Pay (how and when)
Superannuation Scheme
Information on HR policies and where to access them (e.g. Equal Opportunities, Managing Conduct, Recruitment and Retention). Specific information on Sickness Absence Policy & Reporting Procedures – Self Certification (Stat / Man) Or if local induction process in place may be done as part of this.
Process to notify changes to personal details / other employment
Leave (e.g. annual, statutory, parental, maternity) and process for sickness reporting.
Expenses (claiming mileage and subsistence)
DAY 1
Emergency Procedures / Applicable (Y / N) / Method used / Date completed
Fire exit points / fire doors/ alarms / extinguishers (Stat / Man)
Raising the alarm (Stat / Man)
Evacuation procedure (Stat / Man)
Assembly points (Stat / Man)
Procedure in event of a clinical emergency
First Aid Boxes / First Aiders
Major Incidents procedure
DAY 1 to WEEK 1
Staff facilities / Applicable (Y / N) / Method used / Date completed
Departmental security arrangements / Personal belongings
Occupational Health Service
Car Parking / Transport
Smoking Policy
Staff lottery / Credit Union
Recreational facilities
DAY 1 to MONTH 1
Health & Safety at Work / Applicable (Y / N) / Method used / Date completed
Risk Assessment (Stat / Man)
Incident reporting (Stat / Man)
Moving and Handling (Stat / Man), (Role)
Resuscitation training (Role)
Disposal of clinical waste and sharps
Control of Substances Hazardous to Health (COSHH) (Stat / Man)
Conflict Management (Role)
Lone Working / Personal Safety
Fire Drills (Stat / Man)
Attendance at Fire Lecture (Stat / Man)
Prevention and Control of Infection (Stat / Man), (Role)
Local induction process if in place
DAY 1 to MONTH 1
Information Governance / confidentiality and security of patient information / Applicable (Y / N) / Method used / Date completed
Data Protection and Freedom of Information Act (Stat / Man)
Email, internet and storage of information (Stat / Man)
Department confidentiality procedures (Stat / Man)
Information Technology (passwords and storage of equipment) (Stat / Man)
DAY 1 to MONTH 1
Communications / Applicable (Y / N) / Method used / Date completed
Department / team meetings
Customer care / Complaints procedure (Stat / Man)
Media Handling (Stat / Man)
Telephone protocol
Communication protocols (for clients, patients, relatives, customers)
Intranet (StaffNet)
Notice Boards
Team Brief
Core Brief
Meet with Senior Nurse
DAY 1 to MONTH 1
Additional Statutory / Mandatory requirements / Applicable (Y / N) / Method used / Date completed
Meet with PDN to review learning needs analysis
Corporate induction online.
Child Protection
Clinical Governance
Equality & Diversity
Vulnerable Adults
Infant Feeding including The UNICEF Seven Point Action Plan
(link to document)
DAY 1 to MONTH 1
Learning and Education / Applicable (Y / N) / Method used / Date completed
KSF Outline
Personal Development Planning & Review (Stat / Man)
DAY1 TO MONTH 3
Meet with Practice Education Facilitator
PDN to review progression of preceptorship and agree action plan for any identified needs
Departmental resources and training procedures
Library / Learning Facilities
Line manager to sign off corporate induction
DAY 1 TO MONTH 3
Any additional items to be added by Line Manager. / Applicable (Y / N) / Method used / Date completed
Interim review with line manager re- PDP.

Checklist Sign Off

The appropriate areas of the checklist have been completed.

Signature of New Employee: Date:

Signature of Line Manager:

MONTH 4 TO MONTH 6
.Additional Items / Applicable (Y / N) / Method used / Date completed
Inductor/inductee meet with PDN to conclude preceptorship process
Consolidation of workplace competence
Evidence gathering for KSF
Theory into practice

Discussion and completion of the relevant activities identified within this checklist will inform the Personal Development Planning process and should be reviewed at an initial Personal Development Review meeting.

All newly qualified Nursing and Allied Health Professionals induction will be further supported by the Flying Start programme developed by NES. This programme aims to support new staff in making the transition from student to qualified practitioner by building confidence and capability in their first year of employment.

For further information on the Flying Start Programme, contact the Practice Education Facilitator, Tel: 0141 531 1512 * add link to flying start*

EVALUATION QUESTIONNAIRE

Induction Programme

Please complete this form to give us valuable information about the induction programme and the learning needs being met.

INFORMATION

1. Was the information presented in a clear and understandable format?

Yes…….. No……..

If you answered no, please indicate which sections/areas were unclear and why.

2. Did you receive adequate information on the following? Please score

Excellent Very Good Good Satisfactory Poor
1 2 3 4 5
Your Organisation
Health & Safety .
Policies & Procedures
Terms & Conditions of Service
PDP Information

3. What did you feel about the information that you received?

(Please indicate by ringing appropriate number scale)

1 2 3 4 5

Excellent Very Good Good Satisfactory Poor

4. What aspect of the induction programme do you feel benefited you the most and why?

5. Was anything missed you hoped or expected to receive? Please comment

6. To what extent did the induction meet your needs?

7. What areas could be developed or improved within the induction programme?