Policy for Induction of New Staff

Transcription

1 Name of School Corbets Tey School Policy Last Reviewed 15/09/14 Next Review Date 15/09/15 Reviewed by Governors Name: Julie Lamb Governors Signature: Policy for Induction of New Staff This document aims to provide the guidelines necessary so that all new employees to Corbets Tey School experience a planned, positive Induction to the school. Any problems or concerns arising during the Induction period should be dealt with immediately. 1. Induction 1.1. Introduction and aim It is the school's intention that all newly appointed employees are taken through an induction programme. This will include temporary or casual employees and employees returning after a long absence such as secondment or maternity leave etc. and also, in some cases, regular volunteers What is Induction? The process of induction is to familiarise new employees with working arrangements within the school. This includes health & safety matters, general conditions of employment and work of the section in which they are employed The induction process should welcome a new employee to the working environment and provide the necessary basic information about the workplace and the job which will assist their integration into the school The induction process should ensure that all new employees quickly feel a part of the school and can see how they can play their part in helping the school achieve its aims It is important that the induction process is relevant and agreed with the new employee. For example, some employees may not need to cover all the areas in the induction checklist. It is equally important not to 'swamp' new employees with information. This should be a planned process During the induction period line managers must give employees information about the school and its procedures and working practices. They should discuss the employees' job role, performance and expectations and how these will be measured. Page 1

2 Every new employee will be issued with a copy of the Staff Handbook. This will provide an introduction to the school, give information on terms and conditions of employment, health and safety, training and development opportunities etc Induction procedure The induction procedure will be activated by the Business Manager/HR Administrator notifying a Line Manager of the start date of a newly appointed person The Business Manager/HR Administrator will send new employee data collection documents to the new employee to be completed and returned to the school before their start date. These documents will include: A Criminal Records Bureau DBS/CRB instructions and routes for providing identification. A Medical Questionnaire New Starter Form P46 The Business manager/hr Administrator will provide the Staff Handbook when the employee starts work Before the new employee begins Prepare for the new employees arrival before their start date. Ensure they have been given the necessary information regarding work location, transport/parking facilities, what time they should arrive and who they should report to on arrival. Inform other employees, team members and regular contacts of the new employees joining arrangements Day One On arrival - welcome the new starter and introduce them to other team members. Show the new employee where they will be working, so that they can start to familiarise themselves with their new surroundings Discuss the work plan for the week with the new employee See induction checklist for further issues to be addressed on the first day of employment. Appoint an established team member to act as a mentor or 'buddy' for the new employee for the first week or so, to give immediate practical information, to include them in lunch arrangements and to help them integrate into the social aspects of the work place Within the first week Individuals information needs will vary considerably, depending on their previous experience. However the following may be used as a guide for their first few weeks of employment Ensure some time is spent each day with the new employee so that they have an opportunity to raise any issues they have Arrange short meetings with immediate colleagues so that job roles can be explained and so that the starter understands the working relationship with these members of employees See Induction Checklist for further issues that should be addressed during the first week remembering that it is important not to 'overload' individuals with new information. A balance needs to be found between giving information, and allowing employees the opportunity to learn for themselves. Page 2

3 1.7. Within the first month See Induction Checklist The line manager should outline all aspects of the employee's job, putting it into a school context Continue to hold regular meetings with colleagues Ensure the individual knows who to contact if they have any queries or problems, this will usually be their Line Manager or their 'Buddy' in the first instance Discuss training needs and book onto introductory training courses e.g. Health & Safety, Child Protection Training, etc Completing the induction process Induction into an organisation is a gradual and incremental process and employees need to be given the opportunity to acquire new information and develop their skills in a planned, progressive manner These guidelines provide a basis against which line managers can ensure that all essential information is communicated to the employee in a controlled manner On going Supervision sessions should be used to monitor progress Any concerns related to the continued employment of the new employee should be notified to the Headteacher at the earliest opportunity and before any official action is taken Roles and responsibilities Line Managers role Managers are of central importance to the well being of employees in the workplace since they control many of the variables which can make the work environment responsive to employees needs, creative and open on one hand or negative and oppressive on the other The line manager is responsible for initiating an environment in which an atmosphere of trust is created. It is in this atmosphere that the needs of the individual employees as they work are most likely met and productivity increased It is the Line Manager's responsibility to ensure that all of their new employees are properly inducted into the school. The Line Manager will be the person who undertakes the induction programme with the new employee to begin the relationship between the two parties The Line Manager should ensure that their time has been planned so that they can spend the appropriate time with the starter in their first week but most importantly on their first day The Line Manager has an on-going responsibility to monitor the individual's performance under the probationary procedure (where applicable) Line Managers should also: Get to know their employees well. Be alert to problems for individuals or their team. Ensure Equal Opportunities - in terms of policy and best practice are adhered to. Be willing to work with employees to tackle workplace difficulties and deal with any forms of discrimination or harassment speedily and positively. Page 3

4 Give feedback to employees routinely (praise in public, discuss areas of concern in private). Empower and enable employees to work to their full potential Business Manager/HR Administrator It is the Business Manager/HR Administrator s responsibility to cover any personnel issues, statement of conditions in terms of pay, leave entitlement etc. with the new employee It is also the responsibility of Business Manager/HR Administrator to ensure that induction is completed and that Child Protection Training is completed for all new employees and volunteers as soon as possible after starting work Headteacher Will keep the Staff Handbook and Induction and Probation Guidelines updated and ensure that they are current and relevant Monitoring The policy and procedure and Staff Handbook will be subject to regular review by the Headteacher and School Governors on the basis of good practice and monitoring data. Page 4

5 Employee Induction Checklist INDUCTION CHECKLIST Employee Name: 1. ABOUT YOUR JOB: Do you understand your job profile and what is expected of you? Have you agreed a work plan with your line manager and set up one to ones? Have you met your colleagues and managers? Do you understand your working relationship with them? TICK 2. TOURING THE WORKPLACE: Are you aware of the location of: Toilet facilities First aiders and first aid box Entrances, exits and fire escapes Notice boards Car parks and arrangements Internal telephone directory Electronic door/padlock codes Your LGFL account username and password and access to the school network All the equipment you need, with knowledge of how to use it correctly and safely 3. PAY & CONDITIONS: Do you understand about: Your hours of work and lunch breaks Notification of sickness When and how salary is paid and how to access your payslip The local government pension scheme 4. CORPORATE INFORMATION: Are you aware of: The School s vision, aims and objectives The School s organisational structure The decision making process 5. CORPORATE STANDARDS & PROCEDURES: Do you fully understand about: Safeguarding Red and Black Files Safeguarding Code of Conduct Child Protection Policy Whistle Blowing Policy Behaviour Policy Physical Intervention Policy Intimate Care Policy ICT esafety Policies Mobile Phone Policy Discipline & Grievance Procedures The need to safeguard information 6. EMPLOYEE DEVELOPMENT: Have you been informed about: Opportunities for your development/training Booking onto appropriate introductory training courses (e.g. Health & Safety, Child Protection, etc.) Page 5

6 7. FIRST DAY HEALTH AND SAFETY INDUCTION: A) General Have you been made aware of Risk Assessments relevant to your job and any necessary control measures? Do you understand and acknowledge the potential risks of working in a special school for pupils with complex needs and that you may need to deal with pupils behaving agressively? B) Hazards Do you understand the reporting procedures for hazards and defects, and that it is your duty to do so? Do you understand the requirement to keep walkways/stairs/floors, etc. free from obstructions? C) Work Equipment and Machinery Have you been adequately informed of how to safely and correctly use computer equipment? D) Electrical Safety Do you understand not to overload plugs/sockets and to avoid trailing cables/extension leads? E) Breaks Are you aware of when and why to take work breaks? F) Hazardous Substances (where applicable) Do you know how to check the labels/names and how to read the safety precautions, and that it is your duty to do so? [Always check with your supervisor before handling unfamiliar materials]. Do you understand when and how to use protective clothing? G) Infection Control Procedures (where applicable) Do you understand procedures for dealing with contaminated materials, sharps and bodily fluids? H) Personal Safety and Security Are you aware that you must wear your ID badge at all times? Do you know what arrangements to make if expecting a visitor? Do you know what arrangements to make when off-site or interviewing clients, e.g. checking risks, and logging in and out. Do you understand arrangements for working alone? I) Accident Reporting and First Aid Are you aware that all accidents or near misses (however slight) must be reported to your supervisor and any injuries treated? These should be recorded on an Accident Incident Report Form. Do you know who your first aiders are and how to find them? J) Fire/Bomb Procedures Have you read and understood the fire instructions notice? Do you know where the nearest fire alarm and fire extinguishers are and how to use them? Do you understand the fire evacuation procedure and bomb threat procedure? Employee Signature: Date: This Induction Checklist should be completed and signed off by you and the person conducting the induction on the first day of employment. Once the whole induction checklist has been covered please sign below. Inductor. Date. Note: Once completed one copy should be retained by the employee and one by the inductor to keep on the staff file. Page 6