Induction Policy. Induction Policy Page 1

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1 Induction Policy Committee with oversight for this policy Finance Leadership & Management Policy to be approved by the Finance Leadership & Management Committee Policy last reviewed by the Finance Leadership & Management Committee 30/06/2016 Policy last ratified and adopted by Full Governing Body N/A Policy / Document due for review June 2019 Induction Policy Page 1

2 RAVENOR PRIMARY SCHOOL INDUCTION POLICY Introduction This policy applies to all employees and also, as appropriate, to volunteers agency staff and governors who will all receive a tailored induction programme which will include appropriate information, training, observation, and mentoring. Safeguarding Children and Child Protection will feature prominently in every induction programme. The first weeks and months are vital to the success of any appointment. The arrangements made for introducing a new employee, volunteer or governor to the duties of the post, and to the school as a whole, provide the foundation for making successful and safe contributions to the school. The Induction Programme is designed to help new employees, volunteers and governors become familiar with the requirements of their position and learn about the school culture, ethos and working practices, so that they become knowledgeable and confident as quickly as possible. The Induction Programme should be cross- referenced to the NQT Induction requirements (please refer to NQT induction policy) and probationary periods for support staff, as appropriate. The induction process will: Provide information and training on the school s policies and procedures Provide Child Protection training and assess its effectiveness Enable the new colleague to contribute to improving and developing the overall effectiveness of the school, raising pupil achievement, and meeting the needs of pupils, parents and the wider community Contribute to the new colleague s sense of job satisfaction and personal achievement Explain the school s to ensure that all staff, volunteers and governors new to the school understand what is expected of them at the school and gain support to achieve those expectation Identify and address any specific training needs The induction programme will include: An induction checklist of the policies, procedures and training to be covered An induction timetable Details of help and support available Details of work shadowing, if appropriate A diary of induction meetings Details of other relevant individuals with responsibility for induction e.g. the designated mentor or supervisor Induction Policy Page 2

3 Management and Organisation of Induction Responsibility for Induction The Leadership Team is responsible for the overall management and organisation of the induction of new employees, supply teachers and agency staff. The Inclusion administrator is responsible for the overall management and organisation of the induction of volunteers and students, other than student teachers. The Deputy Head is responsible for the overall management and organisation of the induction of student teachers. The Headteacher and Chair of Governors are jointly responsible for the overall management and organisation of the induction of Governors The person responsible for induction should Make arrangements to ensure that the new member of staff, volunteer or governor is welcomed. Ensure that immediate needs are identified before taking up the position where possible Provide a tour of the school and information about facilities, answering questions and giving practical advice Introduce key personnel. Ensure that an Induction Programme is provided, delivered and evaluated. The Induction Programme The person responsible for induction should ensure that an Induction Program is provided personally, or by the line manager or mentor, or another person with delegated responsibility, which will include: A statement of training needs, in particular Child Protection and Health and Safety A training timetable A checklist of the policies and procedures to be understood Details of help and support available A diary of meetings Details of other relevant individuals with responsibility for induction e.g. the designated mentor or supervisor Induction programmes should be tailored to specific individuals. Areas which should be considered for each category of staff are set out below. These are not intended to be exhaustive and careful consideration should be given in relation to each post and the experience of the post holder. Supply Teachers and Agency Staff All new supply teachers and agency staff should be given appropriate induction advice, training and resources by a member of the Leadership Team. This should include: Induction Policy Page 3

4 Behaviour management policy Relevant information from the Staff Handbook; Relevant information on curriculum, schedules and timetables Teaching Staff including Teaching Assistants All new staff should be given appropriate induction advice, training and resources by the Deputy or Assistant Heads, with the involvement of the Headteacher when appropriate. This should include: National Curriculum documents Staff Handbook Policy documents, including School Improvement/Development plan Year group schemes of work Assessment advice, recording, reporting, resources and procedures, Class and set lists Information on whole school and year group resources, including ICT Timetables SEND information Accessing the school website Administrative Staff All new staff should be given appropriate induction advice, training and resources by the School s Business Manager. This should include Staff Handbook Induction Policy Page 4

5 School administrative systems and procedures Specific job related training such as finance, for recruitment selection administration etc. Accessing the school website Cleaning All new staff should be given appropriate induction advice, training and resources by our Site Facilities management company (Mitie). This should include: Staff Handbook Specific job related training such as manual handling, use of ladders, kitchen safety etc SMSAs All new staff should be given appropriate induction advice, training and resources by the Deputy Head. This should include: Staff Handbook Specific job related training such as behaviour management, will be provided by a member of the leadership team as appropriate. Governors All new Governors should be given appropriate induction advice, training and resources by the Headteacher and Chair of Governors. This may include: Current relevant school information, policy documents and School Improvement / Development Plan data. School brochure including staffing, Induction Policy Page 5

6 Accessing school website School performance data DfE information on the role of governor Governing Body Policy documents. Dates and times of whole governing body and sub committee meetings Access and information relating to previous governing body minutes, Latest school newsletters. Information and access to governor training courses. Volunteers All new volunteers should be given appropriate induction advice, training and resources by the administrator for Inclusion. This should include: Accessing school website Induction Policy Page 6

7 General Induction Checklist Name: Start date: Week 1: 1. Welcome to the school: a. Outline of school, size and history b. School aims and objectives c. Staff handbook (A-Z) d. School Website e. ID card 2. Documentation: a. Collection of new employee's records from previous employer b. Confirm employee's full name, address, telephone number, date of birth, next of kin and location during working hours c. Postal arrangements d. Disclosure and Barring Service Checks 3. Salary: a. Explanation for methods and frequency of payment b. Confirm employee's bank account details c. Explanation of salary reviews, overtime, etc d. Explanation of salary slips e. Travelling and subsistence expenses 4. Pension scheme: a. Contributions and benefits b. AVCs c. Insurance Induction Policy Page 7

8 5. Sickness: a. Procedure to be adopted if absent through accident or sickness b. Medical certificates, system of payment whilst absent, qualifying period, duration of sickness payment 6. Hours of work: a. School terms and school day including holiday entitlement b. Absenteeism and punctuality c. Good timekeeping d. Catering arrangements 7. Tour of premises: a. Descriptions of department functions b. Parking facilities c. Eating facilities d. Noticeboards e. Introduction to governors 8. Fire precautions: a. Procedure in the event of fire alarm or emergency evacuation 9. Safety: a. Identification of any specific hazard(s) in department b. Issue of personal protective equipment (PPE) c. Procedure in the event of an accident d. Location of first aid boxes and first aiders e. School safety policy f. Smoking and Health and Safety policy h. Security Induction Policy Page 8

9 10 Safeguarding and Safer Recruitment a b c d Child protection policy Code of professional conduct (to include guidance on appropriate professional relationships with children and young people) Safeguarding policy Procedure for reporting concerns 11. Tour of department: a. Introduction to immediate supervisor b. Location of stores, toilets, fire points, normal and emergency exits c. Introduction to immediate colleagues d. Outline of management structure in school and department e. Education and training facilities 12. The job and its responsibilities: a. The job and its responsibilities b. Relevant procedures/work instructions c. Staff development and its objectives d. School policy on staff development, performance management and career opportunities e. Registration system 13. Consultation arrangements: a. Grievance and disciplinary procedures 14. Issues: a. Keys b. Laptop (including network login ID and password) c. Other items (specify) Induction Policy Page 9

10 All the above points have been explained/issued to me: Signed (employee): Signed (An SLT member): Week 2 Planned meetings with key people. Personal programme and planned introduction to duties of post - agreed with the SLT. Meet with an SLT member at the end of the first week, review progress and agree training and development needs. Identify development needs and agree means of meeting. End of First Month Meet with an SLT member and review progress. Agree action plan to deal with outstanding items. End of Three Months Meet with an SLT member to determine whether Induction Programme is complete or if there are still outstanding items. Agree an action plan to deal with any outstanding items. If Induction Programme is complete, discuss possible courses of action in relation to future development of the job role. Induction Policy Page 10