Induction Process
Induction process is highly important as it helps familiarise a new employee to the setting and their job. An effective induction is a key part of your recruitment strategy. If an employee fails to receive an induction this can lead to poor performance and a high staff turnover. An induction should happen straightaway and do not assume new employees know everything, this process is to help an employee understand their job, follow guidelines and standards set by the setting.
Examples of what to include in an induction.
- Aims/ ethos of the setting
- Policies and procedures ( certain ones eg safeguarding, behaviour management, health and safety etc
- Job roles and responsibilities
- What is expected of them eg
- Punctuality
- Dress code
- Training
- Attendance at meetings
- Hours of work
- Supervisions
- Appraisals
- Training and development (CPD)
- Professionalism on own social media sites
- Partnership with parents
- Role of key person if applicable
Inductions should include all relevant documents and guidelines that new staff will need to be aware of on their first day.
Inductions are a great way to talk through with a new employee their job role. It is best practice to assign a new starter a mentor who will be around to support guide and answer any questions. Inductions need to be managed properly and time should be set aside to complete these, the inductions process can begin by providing an initial ‘information pack’ with the invitation to interview, or with the letter of job offer and on their first day it can be time spent with the manager completing the necessary documentation such as
- Contract of employment
- Holiday
- Health and safety requirements
Most settings will have an induction proforma to complete, this will kept in the employee file.