Induction Policy. Last Review Document No. Issue Date. Impact Assessed. Next Review Version. Author/Contact Person 8.2.

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1 Induction Policy We welcome feedback on this policy and the way it operates. We are interested to know of any possible or actual adverse impact that this policy/procedure may have on any groups in respect of gender or marital status, race, disability, sexual orientation, religion or belief, age or other characteristics. Document No. Version 3 Issue Date Last Review Next Review Impact Assessed Author/Contact Person Lisa Webb Approved By: TMT 17/08/07 & Provider TMT 3/12/07 For use in (clinical area) For use by (staff groups) For use for (patients/staff/public) Document Owner: Document Status: Trust wide All staff staff Lisa Webb Ratified Document History Version Date Author Reason 1 September 05 Lisa Webb New policy 2 August 07 Lisa Webb updated 3 November 08 Lisa Webb Updated - 1 -

2 1.0 Introduction Policy Statement and Aim Objectives Scope of document Roles and Responsibilities The PCT The Human Resources Department The Speakers/trainers The service and operational managers The individual How the policy applies New Starters Returning Employees People moving within MKPCT or change of responsibility Agency staff Part time staff Prison staff Medical staff Local Induction (Specialty Induction) Rational for main recommendations Audit and Monitoring Criteria Statement of evidence Equality Impact Assessment Standards for better health Implementation and dissemination of document Overall Responsibilty for the document Attachments Other associated documents 11 Appendeces Appendix 1 Evaluation document 12 Appendix 2 Invitation letter 16 Appendix 3 Best Practice Checklist 18 Appendix 4 Corporate Induction Programme 23 Appendix 5 Attendance of the three month development review form 25 Appendix 6 Induction dates 26 Appendix 7 Personal Development Review Forms 27 Appendix 8 Booking Form 36 Appendix 9 Glossary of terms

3 1.0 Introduction 1.1 Policy Statement and aim The purpose of this document is to set out Milton Keynes Primary Care Trust s policy for the induction of new staff and to comply with Health Care Commission (HCC) and National Health Service Litigation Authority (NHSLA). The PCT recognises the importance of ensuring all staff commence their employment with the PCT in a positive and supportive environment. This policy details the support provided and the responsibilities of all parties to ensure induction is completed satisfactorily. Induction is the process by which newly-employed members of staff are integrated into the PCT. It is a mechanism to welcome newly appointed staff to the Trust. Induction ensures all staff obtains the knowledge and skills necessary to perform their role safely and gain an understanding of the PCT s culture, values and strategic objectives. The PCT is committed to ensuring that all staff are properly inducted into the organisation, their department and individual job. 1.2 Objectives To ensure the PCT complies with NHSLA and HCC. To ensure all staff attend Corporate Induction regardless of hour s worked/grade/level and job. This applies to both Commissioning and Provider Services irrespective of locality/base other than where alternative arrangements have been agreed by the Provider Committee or Trust Board. To ensure all new staff have the core skills and information relevant to their role and can apply these skills and knowledge to the workplace. To ensure all staff are aware of all risks, and encourage safe practice and consideration of risks impacting on themselves, staff and the organisation To introduce training best practice checklist matrix in line with HCC and to assist with the Knowledge and Skills Framework (KSF) and Personal Development Plan (PDP). To assist new staff to adjust quickly and effectively to their new working environment to enable them to perform efficiently. To create a positive and supportive environment for all new staff. To provide staff with information in the form of an employer handbook to help them do their job and to know who is available to help them and provide an overview of all Directorate areas. To meet representation from senior management team. To encourage and improve staff retention within the PCT. 2.0 Scope of document All directly employed staff of the PCT, medical, clinical and non-clinical, including fixed contract staff and zero hours are required to participate in: A core trust induction session hosted by the PCT within three months of appointment. This is aimed at beginning to acquire knowledge and skills towards the core competencies of the KSF (Knowledge and skills framework) - 3 -

4 Further local induction within their department of service, primarily to begin working towards the specific competencies for the post as in the KSF outline and meet training requirements mandatory to role. In exceptional circumstances where staff are unable to attend Induction as a result of working hours, sickness or for other reasons will be required to undertake the Induction e-learning within three months of their starting date. Records of attendance/non attendance and follow up will be kept. 3.0 Roles and responsibilities 3.1 The Primary Care Trust will: It is the responsibility of the PCT to ensure that the relevant information is made available at the corporate Induction programme. The PCT s Corporate Induction Employee Information Handbook is available from the Human resources department. It is the responsibility of the PCT to ensure that Corporate Induction programmes are organised throughout the year and that attendance is monitored and recorded, together with evaluation of the programme to ensure it is updated and amended where necessary. (appendix 1) The PCT holds responsibility to meet on a regular basis throughout the year to review and address any issues regarding Induction; including ensuring the corporate Induction meets the necessary standards, e.g. NHS litigation Authority (NHSLA). Allocate protective time for attending Corporate Trust Induction Ensure that all staff attend Corporate Trust Induction regardless of hours worked/grade and level of job role. 3.2 The Human resources department will: Invite all new staff to the Trust core Induction (appendix 2) Co-ordinate the Recruitment and retention policy and process in line with Induction Record, monitor and follow up attendance at Trust Core Induction on the ESR-OLM database and excel spreadsheet. The training administrator will be responsible for this. Telephone number ext 5513 Facilitate the day Report to managers on non-attendance and Directors on continued non attendance Provide all new members of staff with an Induction Folder containing: Evaluation document (appendix 1), Best practice checklist (appendix 3), employee handbook, Programme (appendix 4) Personal Development Review Forms (appendix 7). Provide reports and evidence to auditing bodies Co-ordinate the induction programme, e.g. speakers, invites new staff etc Evaluate the Corporate Induction Programme (Appendix 1) Chair the Induction review group meetings and hold overall responsibility for the Corporate Induction Provide a certificate of attendance to staff on the subjects attended 3.3 The Speakers/trainers will: Deliver their subject every month on time and within the allocated time slot - 4 -

5 Keep up to date with legislation and communicate this in the presentation Update information in the staff handbook accordingly Provide a deputy if they are unable to attend Attend regular speaker/trainer meetings 3.4 The Service and Operational Managers will: Ensure all their staff members regardless of hours worked level of job and grade attend the Trust Core Induction within Three months of joining the Trust to meet the requirements of the KSF three month gateways and the manual handling policy. Provide a local Induction into post, co-ordinated with the Induction best practice checklist and ensuring that all essential training for the post is undertaken within the first three months of starting (appendix 3) Record local Induction Address issues of non-attendance of their staff Inform the HR department of attending the three month development review using the attendance record sheet (appendix 5) or record on the Positive Pay Return Sign a completed booking form (appendix 8) Provide the new member of staff with the invitation letter and programme if this has been booked by them. 3.5 The Individual will: Complete a booking form (appendix 8) Attend corporate Trust Induction within three months of joining the Trust. The consequence of non attendance will be the risk to themselves and the organisation due to failure to forgo essential training. Provide feedback on corporate Induction via evaluation form handed out at the programme (Appendix 1) Attend and actively participate in their local Induction and address any gaps or questions they may have in relation to induction Ensure they utilize their induction Best Practice checklist with their manager and complete where necessary in order to meet the three month development review (appendix 3) Attend other essential training for the role as set up by the KSF (Refer to full outline of post for relevant domains) 4.0 How the policies applies 4.1 New Starters For new starters the induction begins with their first contact with MKPCT through the recruitment process. Recruiting managers should consider carefully the information provided to candidates and the opportunities for beginning induction during the preemployment phase e.g. a copy of the corporate Induction dates and pre booking a place. (Appendix 6) For new starters to the Trust the policy requires: Attendance on a PCT Corporate Induction session, within three months of starting work (ideally as early as possible). This session provides an opportunity for staff to - 5 -

6 receive information and mandatory training in compliance with the requirements of the NHS Litigation Authority and the Health Care Commission and meet local manual handling policy compliance. Attendance on the core subjects, Registration and introduction to course packs including KSF and PDR, Introduction to aims goals and values, introduction to handling complaints, Health and safety Incident forms, risk matrix, Data protection and information security, Introduction to safeguarding children/child protection, Equality and Diversity, manual handling, conflict resolution, security awareness, mental capacity act, introduction to vulnerable adults, infection prevention and control and fire and the job specific choice depending on role to attend the CPR. Departmental induction provided by the line manager/mentor Line manager/mentor to meet with the employee at an early stage to identify key objectives of the job and jointly produce a Personal Development Plan taking account of the elements of the Knowledge and Skills Framework (KSF) outline and appropriate subset, which will enable the employee to become effective within the first three to six months of employment (see PDR policy) Line manager or mentor to follow up the initial objective setting meeting with regular, frequent review meetings at which the employees performance, attendance, conduct and personal development should be discussed, any concerns brought to their attention, timescales and targets for improvement agreed and reviewed and any employee concerns addressed; Line manager to follow up with a three month development review to check that Corporate Trust Induction has been attended and a PDP is in place. The Line Manger must inform the HR department of the three month PDR process using the notification form available on the intranet. (Appendix 5) or by recording it on the Positive pay return (PPR). Once the initial settling in period is over and the line manager and employee agree that satisfactory progress is being made in the employee becoming fully effective, the line manager should set up the normal cycle of monitoring and PDR meetings as per the staff development policy. 4.2 Returning Employees When employees have been absent for a significant period of time they may require a refresher or update on the Trust Induction. For such staff the policy requires as a minimum: Line manager to review the local induction checklist and cover anything which has changed during their absence with the employee, either before he/she returns or very shortly after, Line manager to meet with the employee to identify key objectives and jointly produce a Personal Development plan, taking account of the elements of the Knowledge and skills framework full outline to enable the employee to regain full effectiveness quickly. 4.3 People moving within MKPCT or change of responsibility When employees move within MKPCT or are given a change of responsibility staff must participate in a local induction to their new role. The policy requires a minimum: - 6 -

7 Line manager to meet with the employee to identify key objectives, and jointly produce a PDP, taking account the elements of the knowledge and skills framework, to enable the employee to become effective quickly Line manager to explain the departmental structure and how the role contributes to the overall objectives 4.4 Agency staff Line managers engaging agency staff will be required to provide a tailored induction to ensure that the worker has the information and training necessary to perform effectively taking account of the nature of the duration of the job they are engaged to do. This will be through working with the agency providing the staff. This is already a mandatory requirement of NHSp. Documentary evidence that an induction has been provided must be completed and kept by the manager. 4.5 Part time staff Part time staff will be required to attend corporate Trust Induction. In recognition of the operational difficulties this may cause, and the timing, managers may need to organise alternative arrangements outside their normal working hours. E.g. time in lieu 4.6 Prison staff All prison staff must attend Corporate Induction. Managers should use the Prison health (DoH 2007) document which gives a clear framework and checklist for new starters in relation to local induction and directs staff to areas of learning. 4.7 Medical staff Junior Doctors Doctors in training (i.e. those doctors on foundation training programmes and specialist General Practitioners run through training programmes) and specialist registrars must undergo the mandatory Core Induction Programme, arranged by the HR department In September and March. Trust grade SHOs or equivalent should also attend this Induction if commencing their employment at this time. They all must attend their local Induction programme in February and March. (Appendix 6) The employee handbook and junior doctor s information pack will be given for information. Each department should provide junior doctors with information pertaining to their speciality and the competencies required, as well as adequate information on departmental and other relevant staff. Each junior doctor should be allocated an Educational Supervisor at the start of their employment who will meet with the junior doctors on a regular basis to discuss competence in training and development needs. Consultants, Associate specialists, staff grade doctors or equivalent must also undergo the mandatory core Induction programme arranged by HR as close to their start date as possible and should refer to the procedure for new starters in section 4.0 of this document. (They should be treated no differently to other staff except not subject to KSF). 5.0 Local (speciality Induction) - 7 -

8 To complement the Trust corporate Induction programme, local departmental induction should include provision of adequate and appropriate information regarding local procedures and orientation to the department It is the responsibility of the line manager/ clinical director to ensure that the new member of staff has an induction into the department and that adequate support is provided. The manager or nominated deputy should show the new employee around the department and introduce them to colleagues and other key staff in the organisation if the manager or other nominated deputy is unable to do so then a nominated member of staff should do so instead they should be available to act as an advisor over the next few week s to answer any questions that arise. This can be extended if the manager considers there is an initial need for further advice/supervision. Within the first three months of employment the line manager should meet with the new appointee to establish their performance objectives, standards to be met, and any training needs that may have been identified during the selection process or subsequent to starting the job. This meeting will also serve to introduce the employee into the Trust Personal Development Review process, set out the relevant competencies under the NHS knowledge and skills framework and identify a Personal Training and Development Plan. It also enables a record to be made of future mandatory training dates. Subsequent review meetings, which will include an element of performance review, can be timed to coincide with the ongoing PDR cycle. Notification of the three month PDR to HR should be carried out via PPR form or 3 month development review notification form (appendix 5). 6.0 Rationale for main recommendations The criteria of the Induction process will be based on the requirements of the National Health Service Litigation Authority (NHSLA 2006) and Health Care Commissioning Standards (HCCS 2006) and that the individual member of staff is able to meet their three month gateway in accordance with Agenda for Change and the knowledge and skills framework developed by the department of Health (2004) The NHS litigation authority (2005) clearly states that a good induction process must be in place with an accompanying policy. The Induction policy must clearly outline the systems that ensure all staff (including all grades of medical staff) attends a mandatory general induction course on joining the PCT, which includes risk management. The Healthcare Commissioning Standards state that all staff must participate in relevant mandatory training when recruited and when they are given a change of responsibility. Nationally the Department of Health announced a new Induction programme for all staff. It gives a clear framework and checklist to new staff and managers of requirements and direct staff to areas of learning. It encompasses all staff including agency or visiting as it considers this tool to be flexible to use depending on the length of employment. Locally the Manual Handling policy states that all staff must attend a manual handling course (Back care 1) within three months of employment) 7.0 Audit and monitoring Criteria - 8 -

9 Document Audit and Monitoring Table Monitoring a ) requirements The standards are up to date *What in this Attendance, non attendance and follow up of all staff document do we have Three month Personal development review to monitor Evaluation records ( e.g. processes) Monitoring Method: (e.g. statistics, report) a) Statistics and reports Monitoring prepared by :- a) Training Manager and Training Co-ordinator (name job titles) Monitoring presented to:- (e.g. Committees) a) Director Human Resources b) Assistant Director Human Resources (Workforce Development) b) Clinical Governance Manager (Annual Health check) Frequency of presentation:- (e.g. annually, sixmonthly etc) a) Annually 8.0 Statement of evidence/references Chartered Institute Of Personal Development Induction available at: (Accessed 16 th March 2007) Department of Health (October 2004). Agenda for Change Knowledge and skills framework Department of Health. London: Department of Health Publications Department of Health (November 2003). Prison Health Induction Framework. Available at: Guidance/DH_ (Accessed 21st November 2006) Healthcare Commission (2007). Healthcare Commission standards inspection guide Domain: Governance: C11b. Available at: New Induction Programme for all NHS staff announced by Nigel Crisp: Department of Health (25 th June 2004). Available at (Accessed 21st March 2007) NHS Litigation Authority (2006). National Health Service Litigation Authority Report Risk Management Standards for PCT s. Available at:

10 E899-4c68-pF D1/0/RiskManagementStandardsforPCTsApril2005final.pdf (Accessed November 2005) 9.0 Equality Impact Assessment This document has the potential for promoting equality. A partial impact assessment has been undertaken and the implementation of ESR on 1 st October 2007 will support robust data collection for monitoring purposes, which will enable a full impact assessment in October Standards for Better Health Domain Safety Clinical and Cost Effectiveness Governance Patient Focus Accessible and Responsive Care Care Environment and Amenities Public Health Definition/Evidence Corporate Trust Induction equips staff with the necessary skills and information to work safely. A good Trust Induction programme will increase staff retention (CIPD 2007) The Corporate Trust Induction is predominantly lead by HCCS and NHSLA. Trainer/speaker meetings are held for quality. The corporate Trust Induction covers differing areas of support and information giving a patient focus. The employee information handbook includes all areas of the Trust equipping staff with the appropriate information pertaining to a patient focus. This is ultimately achieved with Local Induction. The corporate Trust Induction promotes the importance of prompt services and access to choices within the presentations and the employee information handbook. This is ultimately achieved at local induction. The corporate Trust Induction promotes that staff in these areas are provided with the appropriate information to provide a safe and caring environment to work in. This is achieved through presentations and the employee information handbook. The corporate Trust Induction promotes the importance of public health with presentations and employee information handbook Implementation and dissemination of document This document can be accessed via Human Resources or the intranet Overall responsibility for the document Training Manager (Human Resources) 13.0 Attachments

11 Appendix 1 Evaluation document Appendix 2 Invitation letter Appendix 3 Best Practice Checklist Appendix 4 Corporate Induction Programme Appendix 5 Attendance of the three month development review form Appendix 6 Induction dates Appendix 7 Personal Development review forms Appendix 8 Booking form Appendix 9 Glossary of terms 14.0 Other Associated Documents Staff development policy Recruitment and retention policy Training and development strategy Manual Handling policy. PDR Policy

12 Appendix 1 INDUCTION EVALUATION FORM DAY 1 Name: Start Date: Department: Date of Induction: (You do not need to include these details if you wish to remain anonymous) Did you receive an invitation letter, map and programme from your manager before the course? YES / NO Delete as applicable Did you receive this information on time? YES / NO Delete as applicable Please identify your views on each of the following sessions: SESSION 1 Registration & Introduction to Poor Adequate Good Excellent Other Comments Course Packs incl. KSF & PDR Please comment Introduction & Aims Poor Adequate Good Excellent Other Comments Goals and Values Please comment Equality and Diversity Poor Adequate Good Excellent Other Comments Please comment Introduction to Handling Complaints Poor Adequate Good Excellent Other Comments Please comment Health and Safety Poor Adequate Good Excellent Other Comments Incident Forms, Risk Assessing Please comment Data Protection and Poor Adequate Good Excellent Other Comments Information Security

13 Please comment Introduction to Safeguarding Poor Adequate Good Excellent Other Comments Children/Child Protection Please comment Infection, Prevention & Control Poor Adequate Good Excellent Other Comments Please comment SESSION 2 Mental Capacity Act Poor Adequate Good Excellent Other Comments Please comment Introduction to Poor Adequate Good Excellent Other Comments Vulnerable Adults Please comment Manual Handling (Backcare1) Poor Adequate Good Excellent Other Comments Please comment This space is for you to give us any other comments on the day

14 Appendix 1 INDUCTION EVALUATION FORM DAY 2 Name: Start Date: Department: Date of Induction: (You do not need to include these details if you wish to remain anonymous) Please identify your views on each of the following sessions: SESSION 3 Fire Poor Adequate Good Excellent Other Comments Please comment Conflict Resolution Poor Adequate Good Excellent Other Comments Please comment Infection, Prevention & Control Poor Adequate Good Excellent Other Comments Please comment SESSION 4 CPR Poor Adequate Good Excellent Other Comments Please comment Were Breaks/Timings Adequate? Yes / No (Delete As applicable) Please comment What did you enjoy the most? Please comment

15 What did you enjoy the least? Please comment Would you like to see any topics added to the programme? Would you like to see any topics removed from the programme? How will you use the information you have been given during this induction course? This space is for you to give us any other comments on the day

16 Appendix 2 Human Resources Department Trust Headquarters Hospital Campus Standing Way Milton Keynes MK6 5NG 3 rd April 2008 Dear TRUST CORE INDUCTION Welcome to the Milton Keynes Primary Care Trust, we very much hope that you will enjoy working here. As part of your Induction to the Trust you are obliged to attend the Trust Core Induction programme. Attendance also facilitates compliance with the Trust s obligations arising from statutory requirements/current legislation. You are invited to attend on Tuesday 22 nd and Wednesday 23 rd July The programme for the days is included with this letter. Please note that Day 1 commences 8.45amprompt! Your role within the Trust means that you will need to attend Sessions 1, 2, 3, 4 in order to ensure that you receive the essential training requirements for your role. If you are more than 15 minutes late for any sessions you will not be admitted and will not receive acknowledgement of attendance for this session on your induction certificate. You will then have to re-book for another time. At Induction each delegate will be given a skills checklist and encouraged to utilise it as a learning tool along with a learning log, as they work towards the competency requirements of their KSF outline. This is designed to be used to compliment the local induction programme provided within your department and not to replace it. If you do not have a KSF full outline the checklist can be utilised as a guide for training requirements. In the interest of comfort it is advisable to wear loose clothing/ trousers, as some of the activities are interactive. The Induction will be held in room number seven in the Postgraduate Centre, the Hospital Campus, Standing Way, Eaglestone, Milton Keynes. A programme is enclosed for your information

17 Please note that due to circumstances beyond our control tea and coffee cannot be provided during breaks. Bottles of water etc are allowed in the training rooms and there are coin operated vending machines located in the post graduate centre. A small café where lunch can be purchased on site or you could use Eaglestone Restaurant within the main hospital. Parking is available in the multi story car park in the hospital campus. Please allow extra time to find the place and keep some change for the parking ticket. If you have any queries or would like further information please contact me, on telephone ext 5513 Yours sincerely, Lisa Webb Training Manager HR

18 Appendix 3 Induction Checklist Best practice Name Date. This matrix is designed to go into your personal file. It should be completed throughout Induction and updated at your 3 month review, when any further learning needs will be identified. Step 1: Meet with your manager/mentor to discuss what training is required to fulfil your role. (Use the tick box to assist). Step 2: Book onto the appropriate training course using the intranet or training directory Step 3: Attend the training required Step 4: Record the date attended in the appropriate column and if possible a copy of attendance sheet should be provided at review as evidence of attendance

19 1. Essential training - all staff Clinical staff in patient areas Staff group Non- Staff clinical in who patient manage areas teams Staff who manage services Fire update (renew annually) Medical staff Training options available Induction E learning package Training directory Manual Handling Back care 1 Induction Training directory Trust Core Induction (to complete within three months of staring employment). Trust Core Induction includes: Introduction to course packs including KSF and PDR Aims Goals and Values Equality and Diversity Introduction to handling complaints Health and safety, incident forms and risk assessing Data protection and information security An introduction to safeguarding children/child protection Infection prevention and control Mental capacity act Introduction to vulnerable adults Manual handling Fire Conflict Resolution Security awareness CPR Monthly see Training Directory Date completed

20 1. Essential training - all staff continued Local Induction (coordinate with your Manager/mentor) Skills for life needs Policies and procedures Fire officer and exits Salaries, wages and pensions IWL Moving & Handling patients KSF/PDR intro Other local induction requirements (please specify): Clinical staff in patient areas Staff group Non- Staff clinical in who patient manage areas teams Staff who manage services Medical staff Training options available Training directory Staff handbook Date completed Basic IT skills (If required) Training directory Online Training needs analysis (TNA)

21 2. Essential training according to role Clinical staff in patient areas Staff group Non- Staff clinical in who patient manage areas teams Staff who manage services Medical staff Training options available Manual Handling back care 2-4 Regular sessions in the directory Undertaking appraisals/development If not undertaken reviews before and/or needs update Regular sessions in reviews the directory Safeguarding children Training directory If in post where contact with the general public (children, Update at Induction Vulnerable adults families & vulnerable adults) occurs on a day-to-day basis Training Directory Date completed MRSA Elearning package via the intranet Basic Food hygiene If food preparation is part of role Training Directory Basic Life Support (CPR and Training Directory Anaphylaxis) COSHH If designated assessor Training Directory First Aid at work Conflict Resolution Regular sessions in the directory Regular sessions in the directory

22 2. Essential training according to role continued Clinical staff in patient areas Staff group Non- Staff clinical in who patient manage areas teams Staff who manage services Medical staff Training options available Date completed Other requirements for role (please specify): 3. Essential training for Managers New Manager training Training Directory Investigating skills Training Directory Budget Management If holding a budget Training Directory Impact assessment Training Directory Selecting, Interviewing and recruiting Training Directory new Staff Workstation Assessment (VDU) Training directory Undertaking Risk assessments & managing risks Introduction to finance: Training directory Root Cause analysis Training Directory Other please specify

23 Appendix 4 Time Trust Induction 2008 Day 1 Session 1 Post Graduate Centre Core Dimensions (KSF) ,2,5 Registration & Introduction To Course Packs Including KSF & PDR Subject Resource Speaker Register/ Course Packs Introduction & Aims Goals and Values PowerPoint ,1,5 Equality & Diversity Interactive/ Quiz ,5 Introduction to Interactive Handling Complaints Break ,5 Health & Safety Incident Forms, Risk Assessing ,5 Data Protection & Information Security An Introduction To Safeguarding Children/Child Protection ,5 Infection Prevention & Control Lunch PowerPoint PowerPoint PowerPoint PowerPoint Session 2 Post Graduate Centre Time Core Dimensions (KSF) ,2,3,6 Mental Capacity Act PowerPoint & ,2,3,6 Introduction to Vulnerable Adults Member of HR Director Member of HR Member of Clinical Governance Health, Safety & Risk Practitioner Member of Standards and Public Engagement Safeguarding Children Team Infection Control Team Subject Resource Speaker Discussion PowerPoint Member of Clinical Governance Member of Adult Protection Team MK Council ,5 Manual Handling Interactive ECG Ltd Close

24 Day 2 Session 3 Post Graduate Centre Time Core Subject Resource Speaker Dimensions (KSF) Fire Discussion Facilities ,5 Conflict Resolution PowerPoint ECG Ltd ,5 Security Awareness PowerPoint RSM Bentley Jennison Lunch Session 4 Post Graduate Centre (Optional Depending on role) Time Core Subject Resource Speaker Dimensions (KSF) ,5 CPR Interactive ECG Ltd Annie s Close

25 Appendix 5 Induction follow up check list. Date: To: The Manager of.., who started working for the PCT on Please complete and return to: Training Manager, HR Department PCT Trust Headquarters, Hospital Campus, Milton Keynes MK6 5NG 1. Has the above new starter completed their induction checklist? YES / NO 2. Has the above named new starter completed their three month development review? Please give the date it was carried out 3. Does the above named new starter now have an active PDP in place? YES / NO

26 Appendix 6 INDUCTION Milton Keynes Primary Care Trust The dates below are for Induction dates in the year Please note that Induction now covers 2 full days to cover the majority of the mandatory training for all new starters to the PCT. Induction Dates 2008 Day One Day Two Venue Tuesday 22nd January Wednesday 23 rd January Room 7 Postgrad Centre Thursday 28 th February Friday 29 th February Room 7 Postgrad Centre Thursday 27 th March Friday 28 th March Room 7 Postgrad Centre Tuesday15 th April Wednesday 16 th April Room 6 (Day 1) & Room 7 (Day 2) Postgrad Centre Tuesday 20 th May Wednesday 21 st May Room 7 Postgrad Centre Wednesday 25 th June Thursday 26 th June Room 7 Postgrad Centre Tuesday 22 nd July Wednesday 23 rd July Room 7 Postgrad Centre August August None Wednesday 3 rd September Thursday 4 th September Room 7 Postgrad Centre Thursday 16 th October Friday 17 th October Room 7 Postgrad Centre Tuesday 11 th November Wednesday 12 th November Room 7 Postgrad Centre Thursday 4 th December Friday 5 th December Room 7 Postgrad Centre If you wish to book a place please contact Nicky Searle Training Administrator ext 5513 or via nicky.searle@mkpct.nhs.uk

27 Appendix 7 PREPARATION FORM/SELF ASSESMENT GUIDE FOR YOUR DEVELOPMENT REVIEW MEETING This form is for use by staff preparing for their development review meeting. It links with the Staff Development Reviews policy, supervision and CPD. The use of this form is entirely optional and is intended as a guide to assist your preparations should you wish to use it. Name: Department: Job title: Length of time in current post: Date: Planned review date: KEY TASKS AND RESPONSIBILITIES: Please include your opinion of what you are actually doing in your job and any work being undertaken beyond the post s normal job description. Include Clinical, Patient Care, Supervision, Training, Management, Admin. etc DOES AN UP TO DATE JOB DESCRIPTION EXIST? Are there any proposed amendments? PERFORMANCE OVER THE PAST YEAR: Aspects to consider when thinking about the past year or since your start date and/or last development review include: Aspects of work particularly enjoyed, with reasons:

28 Aspects of work not enjoyed, with reasons: FACTORS AFFECTING YOUR PERFORMANCE IN YOUR JOB DURING THE PAST YEAR / SINCE STARTING IN THE POST: May include people, changes, personal events, supervision, guidance, etc. Positive and negative factors should be included. PROGRESS TOWARDS LAST YEARS OBJECTIVES/GOALS WITHIN YOUR PERSONAL DEVELOPMENT PLAN (if set). Consider achievements and how these link into your team/ service objectives. SKILLS OR ABILITIES WHICH ARE NOT CURRENTLY BEING UTILISED IN THIS POST: Include any area where the your skills are not being utilised. Note should be made as to whether this is acceptable or whether it is realistic that opportunity should be found to utilise them. SUGGESTIONS FOR IMPROVEMENT TO THE JOB, DEPARTMENT, SERVICES etc

29 ANY OTHER MATTERS NOT COVERED ELSEWHERE IN THIS DOCUMENT? SELF ASSESSMENT AGAINST YOUR KSF OUTLINE The following section provides a record of your development in the last year and provides a baseline for your personal development plan. 1. Mark the required level of skills and knowledge for each dimension for your post 2. Consider your progress towards achieving the indicators required in your post - as set out in your KSF outline and identify the level that you feel you have achieved for each dimension. 3. Record any comments - reflect on areas where you have exceeded the level and also on areas that you need to develop. Remember that you will not be expected to achieve all the indicators immediately and any gaps will form the focus of your Personal Development Plan. Core Dimension Comments on progress, evidence Communication Personal and people development Health, safety & security Service development Quality Equality, diversity and rights

30 Specific dimensions (Complete as appropriate)

31 Milton Keynes (NHS) Primary Care Trust Induction Policy Appendix 7 MANDATORY FORM 1 THE NHS KSF DEVELOPMENT REVIEW PROCESS - JOINT REVIEW STAGE SECTION 1 - BACKGROUND INFORMATION ON THE INDIVIDUAL, THEIR POST AND THE REVIEWER For period from and to: Individual s name Post title and place of work Staff Group category Name of person undertaking the review and their position in the organisation Main aspects of the individual s post Is a pay progression gateway applicable at this review? If so, which? To whom the form should be forwarded once completed (eg personal file) Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 31 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

32 Milton Keynes (NHS) Primary Care Trust Induction Policy MANDATORY FORM 1 SECTION 2 (page 1) RECORDING DEVELOPMENT REVIEW DECISIONS NHS KSF dimensions and their Achieved Areas for Evidence for decision Comments level - CORE development 1 Communication 2 Personal and people development 3 Health, safety and security 4 Service improvement 5 Quality 6 Equality and diversity Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 32 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

33 Milton Keynes (NHS) Primary Care Trust Induction Policy MANDATORY FORM 1 SECTION 2 (page 2) NHS KSF dimensions and their Achieved Areas for Evidence for decision level - SPECIFIC - add those development agreed for post below Comments Signature of individual Date Name of individual Signature of reviewer Date Name of reviewer Date of next review Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 33 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

34 Milton Keynes (NHS) Primary Care Trust Induction Policy Appendix 7 APPENDIX B Example of a Personal Development Plan (2) Learning objective How is that learning to take place? How has the learning changed how I do my job? Date completed Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 34 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

35 Milton Keynes (NHS) Primary Care Trust Induction Policy Name of individual:..signature Reviewer name: Signature. Date: Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 35 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

36 Milton Keynes (NHS) Primary Care Trust Induction Policy Appendix 8 Induction Training Booking Form Date of Induction Name of New Employee Staff Group/Department Manager s Name SIGNATURE Work Base Contact Details Telephone Number ? If on system Start Date Does Staff Member Need to do Basic Life Support Training? Yes / No * Delete as applicable Does staff member have any special needs eg. Visual impairment etc. Please return to: Nicky Searle Training Administrator, Workforce Development Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 36 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2

37 Milton Keynes (NHS) Primary Care Trust Appendix 9 Induction Policy Glossary of terms Term Used Definition of meaning as used within the policy Core Induction Best practice checklist All subjects covered on the two day course A checklist for staff listing training available in the PCT that they may need to access. Three month development review A review to discuss progress thus far and develop a Personal Development Plan (PDP) facilitated by the reviewer/manager, specifically related to achieving the agreed level of competency required to pass through the foundation gateway (after one year in post). KSF PDR Local Induction PDP Competency Foundation Gateway ESR-OLM Booking form Full outline Foundation outline Positive Pay Return Knowledge and skills framework National Health Service competency framework Performance Development Review or appraisal process as it used to be called. An induction within the individuals own department of service primarily to begin working towards the specific competencies for the post as in the KSF outline and meet training requirements mandatory to role. It should include adequate and appropriate information regarding local procedures and orientation to the department Personal Development Plan a jointly agreed process between the individual and their reviewer to outline any learning and development required Skills and knowledge identified as required for the post This applies to all staff on Agenda for Change terms and conditions and applies no later than twelve months after appointment to the pay band regardless of the pay point to which the person is appointed. Electronic Staff Record Oracle Learning Management A people management system where the training function will be fully integrated with HR functions Form that must be completed to book on Induction The competencies as defined in the KSF, which relate to each role and job description. The full outline includes all the specific needs related to the post identified against each competency within the KSF The Foundation outline is part of the full outline expected to be achieved after the first year in post A form completed monthly and sent to HR to record attendance of PDR (three month development review) Source: Governance Issue date: 17/11/07 Document Status: Ratified 17/11/07 Page 37 of 37 Review date: Nov 08 Document ID: HR/LW Version No: 2