STAFF INDUCTION POLICY

Transcription

1 General. 25 STAFF INDUCTION POLICY Version: Policy Lead: Policy Category: Date Issued: Next Review Date: Ratified By: Date Ratified: Name Of Responsible Person: Target Audience: 2 Charles Safapour General 30th September th August 2013 Mayday Healthcare Policy Group 25th July 2012 Nick Poturicich and Charles Safapour Agency Workers Inspected & Approved By. Date: Equalities Impact Assessment Assessor: Date: HRA Impact Assessment Assessor: Date: MDHC/policy/vaq/2012 Page 1

2 Contents Introduction Induction to the Company... 3 Local / Workplace Induction... 3 Training Records and n Compliance with Training Responsibilities.. 4 Appendix 1 : Induction Checklist for New Members of Staff Equality Impact Assessment Summary... 7 MDHC/policy/vaq/2012 Page 2

3 Introduction Mayday Healthcare plc is committed to the development of its workforce and the promotion of best practice for Agency Workers (Agency Nurses) and patients. Effective induction is recognised as a contributing factor to staff retention and safe practice. As a result, all Agency Workers are required to have an induction to the company and its policies for agency nurses (Agency Workers). It is a shared responsibility between the company, its directors and the individual to ensure that this is achieved in an effective and timely manner. This policy outlines the minimum requirements for staff induction in Mayday Healthcare Plc. Induction to the Company Induction to the company will include an overview of the company, its values, the requirement of the clients the company supply Agency Workers for and core mandatory training (Fire, basic life support, C&R and health and safety). All new Agency Workers are required to attend the all mandatory training and occupational health assessment before assigned to work. All new starters will be provided with a staff handbook that has the core policy and procedures for Mayday Healthcare plc. Local/Workplace Induction Mayday Healthcare plc expects its clients to provide the core local induction to all Agency Workers on their first assignment. Agency Workers moving to a new area should complete a local/workplace induction, using the core checklist provided Training Records and n Compliance with Training Mayday Healthcare plc will maintain all training records and Agency Workers who are not compliant will be reminded and encourage to training and Agency Workers who fail to comply may not be assign work until compliant is attained. Agency Workers may be asked to pay the cost of some training and they will be informed in advance. MDHC/policy/vaq/2012 Page 3

4 Responsibilities Mayday Healthcare plc will ensure that resources are available to support mandatory training and that a checklist is available for core induction requirements MDHC/policy/vaq/2012 Page 4

5 APPENDIX 1 INDUCTION CHECKLIST FOR NEW MEMBERS OF STAFF The company policies and procedures Telephone List/list of key contacts Map of Site & Local Area ID Badge Hours/Patterns of Work Procedures of Confidentiality Procedures of Security Arrangement for Reporting sickness/annual leave etc Procedures for Fire Evacuation DATE LINE MANAGER SIGNATURE PERSONAL REQUIREMENTS Work objectives Details of Mandatory Training Safe Working Systems/Incident Reporting System Personal Development Plan and Appraisal System Timesheet and Pay Details Dress Code and General expectation of appearance Time Keeping Expectations INTRODUCE NEW AGENCY WORKERS TO minated member of staff to act as guide/support for first few weeks Manual Handing Arrangements MDHC/policy/vaq/2012 Page 5

6 All area consultants Health and Safety Protocols Accidents and Incident Reporting Arrangements for reporting faults MDHC/policy/vaq/2012 Page 6

7 Equality Impact Assessment Yes/ 1. Does the policy/guidance affect one group less or more favourably than another on the basis of: Race Ethnic origins (including gypsies and travellers) Nationality Gender Culture Religion or belief Sexual orientation including lesbian, gay and bisexual people Age Disability - learning disabilities, physical disability, sensory impairment and mental health problems 2. Is there any evidence that some groups are affected differently? 3. If you have identified potential discrimination, are any exceptions valid, legal and/or justifiable? 4. Is the impact of the policy/guidance likely to be negative? 5. If so can the impact be avoided? 6. What alternatives are there to achieving the policy/guidance without the impact? 7. Can we reduce the impact by taking different action? Comments MDHC/policy/vaq/2012 Page 7