Staff Induction Policy - Homerton University Hospital

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1. Policy StatementHomerton University Hospital NHS Foundation Trust is committed to providing acomprehensive and effective induction programme at both organisational anddepartmental level, which is designed to enable new staff to function safely andlegally in their new role and to develop a wider understanding of the Trust.2. IntroductionInduction is the process of welcoming new employees to the Trust and providing informationabout the organisation. The induction period is a crucial link between the recruitment andselection of an individual and their planned development to help enable them become amotivated and competent employee.A well planned, employee-centred induction programme can help to ensure new starters feelwelcome and valued. If the induction process is well delivered, it can have a positive impact onstaff retention rates.The key opportunities induction presents when a member of staff joins are as follows:• Making new staff feel welcome and an integral part of the Homerton.• Providing training and information on the legal framework in which the organisationoperates, for example clinical governance, risk and health & safety management, andareas, such as handling complaints, disability and cultural awareness.• Ensuring that new staff have appropriate information in order to perform well in theirrole, within the optimal time period.• Ensuring new staff have the appropriate tools to do the job (IT, accommodation,reference material, etc).• Clarifying expectations regarding the job role through objective setting.• Identifying and planning in order to address development needs.Corporate induction ensures consistency of message and also that mandatory training iscaptured at the beginning of employment.Corporate induction should be complemented by an employee-centred local induction. Inductionof the new employee into their actual working environment and associated areas should bestructured to meet both safety requirements and individual training and development needs toensure a motivated employee able to provide safe, competent practice in the shortest possibletime.This policy applies to all individuals employed by Homerton University Hospital NHSFoundation Trust regardless of grade or profession.Staff Induction Policy November 2004 Page 2 of 20.
ObjectivesThe objective of this Policy is to provide all staff with a guide to the structure, systems andprocedures for induction operated within the Trust. It will also ensure that individuals realise theexpectations the Trust has of them and what they, in turn, can expect from the Trust. Inductionis divided into two distinct phases Corporate Induction and Local Induction both of which aremandatory for all staff.Corporate Induction is managed and co-ordinated by the Training and DevelopmentDepartment in association with other departments; e.g. Human Resources. It is designed toexplain the culture, requirements and purpose of the Trust, and to address the employees’immediate needs and priorities.It’s aim is to ensure that staff become integrated and productive employees from the earliestopportunity with a working knowledge of their statutory and mandatory responsibilities. Theprogramme is designed to ensure that all mandatory training requirements are covered, e.g.Fire; Health & Safety; Infection Control and Clinical Risk/Governance. Details of the Trust’sCorporate Induction Programme can be seen in Appendix 1 or in the current Training andDevelopment brochure.All resuscitation training is provided as per the ‘Cardiopulmonary Resuscitation Training Policy’.March 2003.Departmental/Local Induction is the responsibility of the Department Manager/Lead Clinicianand must be addressed using a fully documented, formal and structured approach which is inaccordance with this policy. This process should be implemented from day one of employment.To facilitate this all members of staff are issued with an induction checklist, Appendix 2, whichmust completed locally and, once complete, a copy sent to Human Resources.To ensure a consistent approach across specialities, the Trust has set minimum standards forthe local Induction for all staff, the programme will incorporate the following content:• Introduction to staff• Orientation to department/wards/clinical areas• Expectations of post• Limitations of role• Familiarisation with equipment and procedures, and appropriate training requirements• Bleep system, resuscitation procedures• Local policies and procedures• Sources of help and adviceDepartmental/local Induction also applies to all internal job changes.PrinciplesThe governing principles in respect of induction within the Trust are outlined below and are toensure: -• staff are appropriately trained;• staff are made welcome to the Trust;• all legal and NHS requirements are met (see below);• effective induction/development performance monitoring is regularly undertaken;• the Trust manages and delivers induction effectively.Legislative and NHS requirementsThe leading legislative and NHS requirements supporting the Trust’s aim to achieve bestpractice in respect of induction will be as defined in:-• Risk Management Standards including Clinical Negligence Schemes for Trusts (CNST)and Risk Pooling Schemes for Trusts (RPST)Staff Induction Policy November 2004 Page 3 of 20.
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Staff Induction Policy - Homerton University Hospital

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