Corporate and Local Service Induction Policy€¦ · staff employed by the Trust are welcomed and...
Transcript of Corporate and Local Service Induction Policy€¦ · staff employed by the Trust are welcomed and...
DOCUMENT CONTROL:
Version: 5
Ratified by: Corporate Policy Panel
Date ratified: 2 August 2018
Name of originator/author: Lead Learning and Development Facilitator
Name of responsible committee/individual:
People Focused Care Group Meeting
Date issued: 17 August 2018
Review date: August 2021
Target Audience All staff with responsibilities associated with local service and corporate induction of permanent and temporary staff
Corporate and Local Service
Induction Policy
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CONTENTS
SECTION PAGE
1 INTRODUCTION 3
2 PURPOSE 3
2.1 Definitions/Explanation of Terms Used 4
3 SCOPE 4
4. RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES 5
4.1 Trust Responsibilities 5
4.2 Executive Director of Workforce and Organisational Development 5
4.3 Head of Education 5
4.4 Learning and Development Administration Team 6
4.5 Medical Directorate Manager 6
4.6 Director of Corporate Assurance/Board Secretary 6
4.7 Bank Co-ordinator 7
4.8 Line Managers 7
4.9 Employees and Other Staff Contracted into the Organisation 7
5. PROCEDURE/IMPLEMENTATION 8
5.1 Pre-employment 8
5.2 First Day in Post 8
5.3 Corporate Induction Day 9
5.4 Induction Manual and Level 1 Training Leaflets 9
5.5 Booking Process 9
5.6 Monitoring Completion of Corporate Induction 9
5.7 Continuous Review 10
6 TRAINING IMPLICATIONS 10
7 MONITORING ARRANGEMENTS 10
8. EQUALITY IMPACT ASSESSMENT SCREENING 11
8.1 Privacy, Dignity and Respect 11
8.2 Mental Capacity Act 11
9 LINKS TO OTHER ASSOCIATED DOCUMENTS 11
10 REFERENCES 12
11. APPENDICES 12
Appendix A – Corporate Induction Timetable 13
Appendix B – Corporate Induction Manual – Level 1 Training Leaflets 14
Appendix C – Local Induction Programme/Checklist 15
Appendix D – Induction Flow Chart 22
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1. INTRODUCTION Rotherham Doncaster and South Humber NHS Foundation Trust (RDaSH) is committed to employee development and recognises the importance of the induction process to support individuals in adapting quickly and effectively to their new roles and thereby making a contribution to the delivery of excellent patient care. The overall aim of the policy is to ensure that all new staff employed by the Trust are welcomed and receive consistent messages about the Trust’s mission, values, strategic objectives, policies and procedures. Local service induction aims to ensure that new starters are integrated into their team as smoothly as possible, ensuring an understanding of their job, local policies and procedures. Corporate induction takes place on a monthly basis and is fundamental in setting standards and influencing patterns of behaviour for the future. It is also an important way of helping new staff understand the services provided throughout the Trust and the relationships between different parts of the organisation, and with partner organisations, in delivering these services. It is mandatory for all new permanent staff to attend corporate induction within 8 weeks of their start date with the Trust. It is the responsibility of the line manager to ensure that all new staff, including temporary, locum, fixed term and voluntary staff receive a local service induction as soon as they start in post. This policy sets out the framework within which induction will be provided.
2. PURPOSE
This policy refers to both corporate and local service induction and sets a clear time frame and standards for both the corporate and local service induction. The purpose of this policy is to;
Provide information that supports and assures the appropriate and effective induction of all types of staff that work within the Trust
Identify the topics that are covered within corporate induction and the associated mandatory and statutory training provision processes in place to deliver appropriately trained staff to their workplaces as quickly as possible after their start date
Provide a standard template for the local service induction of staff that ensures that key local information is shared with new starters
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Set out the roles and responsibilities in respect of corporate and local induction procedures.
Set out the arrangements for ensuring relevant employees attend corporate induction and assuring that local induction is being carried out in an appropriate and timely way
2.1 Definitions/Explanation of Terms Used
Induction policy-definitions
Permanent staff – All staff directly employed by a permanent contract of employment
Fixed term/temporary staff – Those who are employed by the organisation in a specific role for a time limited period
Locum staff -another member of the same profession
Agency staff - someone supplied by a business, or other organisation, providing a specific service e.g. an employment agency, private companies which supply nursing staff to Trusts
Bank staff - A pool of staff within the Trust who wish to work additional hours or are Trust employees who work solely through the Bank
Volunteers - Volunteers are people who come of their own volition, in their own time to undertake work within the Trust and who do not receive any financial benefit
Work Experience Placements – all types of students who are performing work within the Trust as part of their programme of study or in preparation for the transition from education to the workplace
3. SCOPE
All staff working within the Trust are required to meet the mandatory and statutory training requirement identified for the role and work area. The management discretion referred to within section 3 relates to the information session that is delivered during the first half day of Corporate Induction week. A local induction is mandatory for all individuals who work for the Trust.
Corporate induction is mandatory for all newly appointed permanent staff on a substantive contract and all bank staff
Staff returning to the Trust after a career break or absence of 12 months or more are required to attend Corporate induction within 8 weeks of their
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return.
Staff changing their role within the Trust are not required to attend Corporate Induction
Non-Executive Directors/Governors - although technically not employees of the Trust, Non-Executive Directors/Governors should attend the Corporate Induction.
Fixed term/temporary staff and Locum staff – Corporate induction is not mandatory for these staff if they are contracted to work with the Trust for less than 3 months. This staff group can attend Corporate induction at the discretion of their line manager
Agency staff are not required to attend corporate induction
Junior Doctor’s induction will be arranged separately to coincide with the commencement of the junior doctor’s rotation every six months
Volunteers will follow the processes set out for induction, by either attending the afternoon session of the Trust Induction day or utilizing the comprehensive Trust Induction booklet with the Responsible managers( of the service in which they are volunteering) allowing them to complete level 1 training appropriate to the area in which they volunteer.
Work experience placements are not required to attend corporate induction
4. RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES
4.1 Trust Responsibilities
The Board of Directors delegates to the Chief Executive responsibility for the effective implementation of this policy.
4.2 Executive Director of Workforce and Organisational Development
The Executive Director has delegated responsibilities for the effective implementation of this policy.
4.3 Head of Education
The Head of Education is responsible for the organisation of the Corporate Induction Day
4.3.1 Ensuring that a Corporate Induction Programme is in place applicable to all staff irrespective of background or grade and that reasonable adjustments are made to support attendees with disability or non-standard requirements
4.3.2 Quality assurance of the induction process as a whole, undertaking such
checks as may be necessary to satisfy the Board of Directors that the complementary system of corporate and local service induction is comprehensive and operating effectively in achieving this policy’s aims.
4.3.3. Keeping the induction process under review and updating it as the need
arises.
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4.3.4 Identifying a method through which the opinion of those separately participating and delivering the induction process is gathered to inform an on-going review of the impact and effectiveness of the programme.
4.3.5. Reporting attendance to the People Focused Care Group meeting on a
quarterly basis. 4.4 Learning and Development Administration Team
The Learning and Development Administration Team will monitor attendance and maintain records via the Electronic Staff Record / Oracle Learning Management System (ESR/OLM)
A copy of the Corporate Induction letter will be sent to the individual member of staff and the Line manager. If a member of staff does not attend the planned Corporate Induction Day, the Learning and Development Administration Team will:
Contact the work area by telephone as soon as possible to inform the
appointing officer/line manager of lack of attendance.
If unable to contact by phone, an email will be sent for information/action to the line manager/appointing officer.
The individual will be included in the following months Induction
Programme.
If a member of staff fails to attend on 2 occasions, they will be re booked onto the next month’s Induction and their names will be escalated to the Head of Education to follow up with the relevant service manager for action.
4.5 Medical Directorate Manager
The Medical Directorate Manager is responsible for;
4.5.1 Co-ordinating the Junior Doctor’s Induction which will be arranged separately to coincide with the commencement of the Junior Doctor’s rotation every six months
4.5.2 These arrangements will cover both corporate and local departmental
Induction. 4.5.3 Maintaining records of attendance and any follow up required. 4.6 Director of Corporate Assurance/ Board Secretary
The Head of corporate assurance/Board Secretary in conjunction with the Head of Education will be responsible for developing and monitoring an appropriate induction programme for Non-Executive Directors and Governors.
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4.7 Bank Co-ordinator The Bank Co-ordinator is responsible for booking new bank staff onto corporate induction.
4.8 Line Managers
4.8.1 It is the line manager’s responsibility to enable each new member of staff
to contribute effectively to the delivery of Trust services as soon as possible and to plan and assure the local service induction process.
4.8.2 To do this, l ine managers will help new staff to understand what is
expected of them in their new job, introduce them to the relevant local and Trust-wide issues at the most appropriate times. In addition, line managers will ensure that new staff receive all the information and training required to maximise their skills and will fully support them throughout this initial learning process.
4.8.3 All new substantive employees and those returning to the organisation
following a period of time exceeding 12 months in duration will be booked onto the Corporate Induction Programme by the line manager by contacting the Learning and Development Administration Team. They will attend the whole programme for new starters or any appropriate element, based on a reasonable assessment if returning to the organisation.
4.8.4. Attendance is compulsory, the line manager will ensure the process for
authorisation and support is implemented for staff to attend. 4.8.5 The line manager will ensure that attendance is re-scheduled where the
member of staff is not able to attend as originally planned. 4.8.6. The line manager will take responsibility to ensure all aspects of the corporate
and local service induction are achieved and be completed within 8 weeks of the employees start date
4.8.7 A copy of the local service induction record will be filed electronically or on
paper in the employees personal file and made available for audit as required 4.9 Employees and other staff contracted to work for the organisation 4.9.1 New staff and/or a specific Department/Team have a responsibility to
engage fully in the corporate and local Induction process to support the appointee to become an effective member of the Trust’s workforce.
4.9.2. Each person should contribute to the planning and progress of their own local
service induction programme by taking the initiative and communicating clearly to their line manager any training or information needs which become apparent throughout their induction period.
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5. PROCEDURE/IMPLEMENTATION
There are a number of key phases involved in the Trust’s induction process, each with important issues to address. See below;
5.1 Pre-Employment
It is important that, from the first moment a person contacts the Trust, they begin to form a positive impression and fee l we lcomed and va lued . Creating such an impression is a responsibility shared by a number of Trust staff, however once an appointment decision has been made, it is the line managers responsibility to book a place on corporate induction for the new member of staff as soon as possible and plan the local service induction, including information that both parties require before the start of the new job. A Local Induction Programme and checklist has been produced (Appendix C) to support the line managers with this process.
5.2 First Day in Post
If the new member of staff has a start date that coincides with the provision of corporate induction, the individual should attend corporate induction, and appropriate mandatory and statutory training on their first working day / week in the Trust. In these circumstances the local service induction should start on the individuals first day in the workplace. Where the new member of staff has a start date that does not coincide with the provision of corporate induction, the individual should be welcomed by their new line manager and the local service induction process should commence on this date. Attendance at corporate induction should be planned to take place as soon as possible after the individuals first day in post.
It is important to meet new colleagues and to have the opportunity to familiarise themselves with the immediate environment. The local induction programme will be agreed in the new starters area of work and will depend upon the individuals job role
The line manager will take responsibility to ensure all aspects of the corporate and local service induction are achieved and the completed within 8 weeks of the employees start date. A copy of the local service induction programme must be filed in the individual’s personal file and made available for audit as required.
New starters registered with a professional body and who are new to the organisation or new to role will be enrolled onto the preceptorship programme
New starters in non-registered clinical roles who have not already completed the Care Certificate or equivalent qualification will be enrolled for this programme
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The line manager must ensure staff understand the mandatory and statutory training requirements of their role and receive the required training relevant to this job role.
5.3 Corporate Induction Day
An outline of the Corporate Trust Induction Programme is provided in Appendix A. All new employees will attend on the first corporate induction day following employment unless exceptional circumstances with the exception of those categories of staff identified in section 2 of this policy. Where exceptional circumstances are present alternative arrangements must be agreed by the individuals Head of Service and The Head of Education In addition to the corporate induction day, new staff who have mandatory and statutory training needs in addition to the core requirements for all staff will be offered a programme of training in the 4 days following corporate induction. This programme includes the management of workplace violence, personal safety, immediate life support or community life support and back care induction for people handlers. The intention is to ensure after the first week of induction new starters are equipped with skills to ensure their own safety and that of our patient/ service users. The learning and development administration team will offer these options to the line manager dependant on job role and area of practice.
5.4 Induction Manual and Level 1 Training Leaflets
All staff attending corporate Induction will be provided with an induction manual which includes the level 1 training leaflets listed in Appendix B. Staff must be provided with time during their induction process to read these leaflets to ensure that they have the required knowledge to work safely in their new role.
5.5 Booking Process
All new substantive employees will be booked onto the Corporate Induction Day by the line manager contacting the Learning and Development Administration Team. For all other groups see under special arrangements. Attendance is mandatory. Line Managers will ensure the process for authorisation and support is implemented for staff to attend.
5.6 Monitoring Completion of Corporate Induction The Learning and Development Administration Team will monitor attendance and maintain records via the Electronic Staff Record / Oracle Learning Management System (ESR/OLM).
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5.7 Continuous Review The length of the local induction process will differ for each individual dependant on their role within the Trust. The process should be concluded within an 8 week period. A review of their mandatory and statutory training will be undertaken at their first formal performance and development review or appraisal six months following appointment. At this point individual objectives and a personal development plan will be discussed and agreed. Any residual issues which need to be addressed within the induction process will be identified at this time.
6. TRAINING IMPLICATIONS
Staff requiring
training
How often should this be undertaken
Length of training
Delivery method
Training delivered by whom
Where are the records of attendance held?
Line Managers
100 1 hour Awareness/ briefing on procedural aspects of policy to be given on appointment to the role
As a stand-alone session or as part of newly appointed Manager’s induction by a member of the Learning and Development Service
Oracle Learning Management System (OLM) as part of the Electronic staff record system (ESR)
All New Staff
Once on Appointment or an absence from the organisation of a period exceeding 12 months
As per Programme
Monthly Corporate Induction Day
Local induction programme
As per Programme
In line with the policy outlined above
Oracle Learning Management System (OLM) as part of the Electronic staff record system (ESR)
7. MONITORING ARRANGEMENTS
Area for Monitoring
How Responsibility Frequency Reported to
Attendance at Corporate Induction Day
Confirmation of attendance and attendance register
Line Manager / Head of Education
Monthly Individual Care Groups & Directorates
Non Attendance at Corporate Induction Day
Assertive follow up using the monitoring system described within the policy
Head of Education Monthly Individual Care Groups & Directorates
Impact of Corporate Induction Day
Measured through the evaluation forms issued to each
Head of Education Monthly Feedback reported to all the
Subject matter
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Area for Monitoring
How Responsibility Frequency Reported to
participant and actions as required
experts
Head of Education
Overall scope, quality assurance and efficiency of the Induction process and Corporate Induction Day
Quality Committee and Head of Education
Quality Committee and Head of Education
Annually RDaSH Board of Directors
8. EQUALITY IMPACT ASSESSMENT SCREENING
The completed Equality Impact Assessment for this Policy has been published on the Trust website.
8.1 Privacy, Dignity and Respect
The NHS Constitution states that all patients should feel that their privacy and dignity are respected while they are in hospital. High Quality Care for All (2008), Lord Darzi’s review of the NHS, identifies the need to organise care around the individual, ‘not just clinically but in terms of dignity and respect’. As a consequence the Trust is required to articulate its intent to deliver care with privacy and dignity that treats all service users with respect. Therefore, all procedural documents will be considered, if relevant, to reflect the requirement to treat everyone with privacy, dignity and respect, (when appropriate this should also include how same sex accommodation is provided).
No issues have been identified in relation to this policy.
8.2 Mental Capacity Act
Central to any aspect of care delivered to adults and young people aged 16 years or over will be the consideration of the individuals capacity to participate in the decision making process. Consequently, no intervention should be carried out without either the individuals informed consent, or the powers included in a legal framework, or by order of the Court Therefore, the Trust is required to make sure that all staff working with individuals who use our service are familiar with the provisions within the Mental Capacity Act. For this reason all procedural documents will be considered, if relevant to reflect the provisions of the Mental Capacity Act 2005 to ensure that the interests of an individual whose capacity is in question can continue to make as many decisions for themselves as possible.
Indicate How This Will Be Achieved.
All individuals involved in the implementation of this policy should do so in accordance with the Guiding Principles of the Mental Capacity Act 2005. (Section 1)
9. LINKS TO OTHER TRUST PROCEDURAL DOCUMENTS
Appointment of Staff Policy
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Bullying and Harassment Policy
Fire Safety Policy
Healthy Workplaces: Staff Support and Stress at Work Policy
Infection Prevention and Control Policy
Mandatory and Statutory Training Policy
Prevention and Management of Work Related Violence (PMVA) Policy
Records Management Policy – Lifecycle of Clinical and Corporate Records
Safeguarding Adults Policy
Safeguarding Children Policy
Safer Manual Handling Policy
Security Policy
Serious Incidents (SI’s) Policy
Volunteers’ Policy This is not an exclusive list of related procedural documents. Please use the link below to view the Trust policy page on the intranet. http://www.rdash.nhs.uk/category/publications/policies/
10. REFERENCES
Department of Health. (2004). Introduction to Today’s NHS: NHS Corporate Induction Programme. London: Department of Health. Available at: www.dh.gov.uk
Department of Health (2007). Mental Health Policy Implementation Guide: A Learning Development Toolkit for the whole of the Mental Health workforce across both Health and Social care. London: Department of Health. Available at www.dh.gov.uk
NHS Employers. (2008). Staff Induction Packs. Available at: www.nhsemployers.org
NHS Employers and Department of Health. (2004). Guidelines for NHS Employers: Induction Programmes for Consultants and GPs Recruited From Abroad. London: Department of Health. Available at: www.gov.uk
11. APPENDICES
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Appendix A
Trust Corporate Induction Timetable
On arrival to our Corporate Trust Induction you will be greeted by the Learning and Development staff, who will ask you to sign on our register and show your ID badge, if you don’t have an ID badge you will be asked to have a photo taken (clinical staff must wear uniform for photograph).
Time Topic
08:45 Arrival
Market Stalls
Safeguarding
Care Certificate/Preceptorship
Infection Prevention and Control
Unions
I.T
HR/Health & Wellbeing
09:00 Welcome and Housekeeping
09:10 Chief Executive – Kathryn Singh
09:30 Human Resources and Staff Benefits
10:30 BREAK (Chance to re visit the Market Stalls)
11:00 Patient/Service User/Carer Experience Feedback
12:00 LUNCH
12:45 Brief for afternoon
13:00 Fire
Data Security
Health Safety
Security
Equality and Diversity
BREAK (15MINS)
16:15 Evaluation
16:30 End of day
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Appendix B
Training Topics completed as part of the Corporate Induction Manual
Method Training Topics Covered
Corporate Induction Manual
Preventing Slips Trips and Falls Basic Awareness Level 1
Domestic Abuse Awareness
Safeguarding Children and Adults Level 1
Hand Hygiene Information Booklet for Staff
Mental Capacity Act Information
Safeguarding children and adults (level 1 and 2) Prevent
Counter fraud workbook
...…………………………………………….(Signature) …………………………Date
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Appendix C
Local Service Induction Checklist
ROTHERHAM, DONCASTER AND SOUTH HUMBER NHS FOUNDATION TRUST INDUCTEE: START DATE: INDUCTOR: CARE GROUP / DIRECTORATE: PLACE OF WORK: CONTACT NUMBER:
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INDUCTION SUBJECTS INDUCTOR
Please Tick
NOTES
SECTION 1
Health & Safety & Clinical Risk Management
Local fire procedures
- Point out fire procedure notices
- Location of fire alarms/fire doors/appliances
- Explain action on hearing alarm
- Means of escape
- Fire assembly point
Fire Marshall
All staff who have completed their Fire Training are qualified to act as Fire Marshalls in the event of a fire
First Aid
- Name of First Aider
- Location of First Aid box
Accident/Incident Reporting
- Explain procedure for reporting accidents/incidents
Manual Handling (Locally)
- Advise that must not lift until trained
- Explain Manual Handling Policy
- Give name of manual handling trainer/local key trainer
Use of equipment and medical devices training
- Explain training arrangements for all relevant pieces of equipment
- Explain arrangements for checking competence
Personal Protective Equipment
- Advise what equipment should be worn/used
- Issue or advise how to obtain it
Infection Prevention & Control (For all staff)
- Awareness of policies and location
- You will have received and read your hand hygiene for staff booklet issued at induction
- Allocate time for inductee to read policies
- Give date for further meeting to discuss and test comprehension………………………………………….
Waste and Sharps Disposal
- Refer to policies
- Allocate time for inductee to read policies
- Give date for further meeting to discuss and test comprehension…………………………………………..
Clinical Risk
- Explain the Trust’s culture of reporting
- Explain the relationship between reporting and disciplinary action
- How to obtain valid consent
- How to raise concerns about another’s practice
Hot Water (safe temperatures)
- Advise of safe temperatures for bath, shower, bidet
Team Business Continuity Plan
- Location of plan in hard copy and electronic format
- Give a brief overview of contents and responsibilities
- Ensure new staff details are added to staff contacts section
- New team member is aware of the requirement to follow directions enclosed in plan in the event of a business continuity incident.
Signature of Inductor:……………………. Signature of Inductee:………………………...
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INDUCTION SUBJECTS INDUCTOR Please Tick
NOTES
SECTION 2
Personal Information/Conditions of Employment Birth Certificate/National Insurance Number / Registration Ensure checked prior to employment or contact
Identity Badge Explain procedure on Identity Badges
Uniform/dress code Advise what is expected Inform how to obtain Location of changing facilities
Personal Property Security Personal responsibility Ensuring security of personal property
Hours of Work Confirm start and finish times Advise of break times Explain rostering system Explain e-bank processes as applicable
Time Sheets Explain usage Location of forms
Sickness Who to ring When to ring
Annual leave Explain procedure for booking Notify entitlement
Corporate Induction Confirm date of attendance ………………………………………
Car parking Location of car parks Security of car parks
Ward/department geography Toilets Locations
Site geography Catering facilities Location/opening times/vending
Site maps Identify relevant areas from maps
Roles and Responsibilities Departmental introductions Meet key colleagues Identify responsibilities
Policies and Procedures Manuals/Files Advise on location of files Allocate time for inductee to view/read as appropriate
Confidentiality Explain code of practice for area
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Communications Telephone systems Give list of useful telephone numbers including emergency numbers Explain policy on personal calls Answering the telephone Give handout on use of telephone system (e.g. transferring of calls)
IT Systems
Other departmental subject (please list)
I confirm that I have carried out first day induction as above. *
INDUCTOR …………………………….…(Signature)……………………………. DATE *Please indicate below any subjects which have not been covered and give the reason. ……………………………………………………………………………… I confirm that an induction meeting took place today. The above items were fully explained to me and I was encouraged to ask questions. INDUCTEE ………………………….…….(Signature)…………………………………. DATE
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INDUCTION CHECKLIST FOR FIRST WEEK/MONTH OF EMPLOYMENT
INDUCTION SUBJECT INDUCTOR
Please Tick
NOTES
1. PERSONAL INFORMATION/CONDITIONS OF EMPLOYMENT
SALARY/PAYMENT
Payment of salaries
Pay and pension queries
Claim forms
Salary progression
AUTHORISED LEAVE Statutory holidays
Special leave
Maternity leave, partner/paternity, adoption leave
Paid and unpaid leave
PERSONAL AND PERFORMANCE DEVELOPMENT REVIEW (PDR)
PDR arrangements
REVIEW OF PERFORMANCE AND OBJECTIVE SETTING
PERSONAL DEVELOPMENT & TRAINING
Learning and development
Study leave
INITIAL TRAINIG NEEDS
SICKNESS ABSENCE
Sick leave/sick pay
2. WARD/DEPARTMENTAL AND TRUST INFORMATION
WHAT IS REQUIRED OF STAFF
Timekeeping
Customers/service users
Dealing with complaints
COMPUTER SYSTEM
CARE GROUP/DIRECTORATE STRUCTURE
Key issues/direction/strategy
WARD/DEPARTMENT ITSELF
Key roles and responsibilities
OTHER WARDS/DEPARTMENTS
Useful contacts
HR contacts/ location
Programme of meeting people
Locations/tour of the sites
TRUST
Trust Board
Care Group / Directorate Staffing
3. COMMUNICATION
Data Protection
Internal telephone directory
Using the telephone systems
Ward/Departmental Meetings
Notice Boards
Trust Communications
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4. FIRE, SECURITY, HEALTH & SAFETY, CLINICAL RISK MANAGEMENT
SECURITY
Personal safety
Ward/departmental security
Security of patients’ property
Difficult or violent situations
SAFE WORKING PRACTICES
Health & Safety at Work Act
Safety Representative
Manual Handling
Fluid Contact
Sharps Injuries
Food Hygiene
Display Screens
COSHH
HEALTH AND SAFETY
REPORTING FAULTS
EMERGENCY PROCEDURE
CARDIO PULMONARY RESUSCITATION
5. FACILITIES AND SERVICES
DAY NURSERY
Hours/cost/location
TRANSPORT
Taxis
STAFF HEALTH
Occupational Health
STAFF SUPPORT
Staff Counselling
Occupational Health
Speak Up Guardians
Change Management Policy
6. INFECTION PREVENTION & CONTROL FOR CLINICAL STAFF
HAND HYGIENE
Undertake hand hygiene practical assessment by Infection Prevention and Control Link Champion within your working area
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I confirm that the first week and first month induction has been carried out as above. INDUCTOR ………………………….………………………….(Name in Capitals) ………………………………..(Signature) …………………………Date I confirm that the first week and first month induction has been carried out. The above items were fully explained to me and I was encouraged to ask questions. INDUCTEE ………………………………………..(Signature) …………………………Date I confirm that the Local Induction has been carried out for ……………………………………………………(Name of Inductee) By ………………………….………………………….(Name in Capitals) …………………………………………………….Department ………………………………..(Signature) …………………………Date
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