CORPORATE AND LOCAL INDUCTION POLICY. Documentation Control

Transcription

1 REFERENCE CORPORATE AND LOCAL INDUCTION POLICY Documentation Control HR/T&D/003 DATE APPROVED 6 MARCH 2008 APPROVING BODY TRUST BOARD IMPLEMENTATION DATE 6 MARCH 2008 VERSION 2 SUPERSEDES NUH VERSION 1 CONSULTATION TARGET AUDIENCE REVIEW DATE SEPTEMBER 2009 ORGANISATIONAL RISK COMMITTEE MEMBERS DIRECTORS GROUP ALL STAFF LEAD EXECUTIVE LEAD MANAGER FURTHER GUIDANCE/INFORMATION DIRECTOR OF HUMAN RESOURCES TRAINING AND DEVELOPMENT MANAGER TRAINING AND DEVELOPMENT MANAGER EXTENSION

2 CORPORATE AND LOCAL INDUCTION POLICY CONTENTS Paragraph Title Page 1 Introduction 4 2 Policy Statement 4 3 Equality and Diversity 5 4 Associated Policies and Procedures 5 5 Definitions Corporate Induction Junior Doctor s Induction Local Induction Occupation Specific Induction 6 Elements of Induction 6 7 General Induction Arrangements Corporate Induction Programme Local Induction Programme Staff Moving From Other Departments Agency Staff/Locums/ Temporary Staff Junior Doctors Starting in February and August Induction of volunteers/unpaid work experience students 8 Roles and Responsibilities 9 9 Monitoring and Evaluation

3 10 Performance Management 10 Appendix One Appendix Two Appendix Three Appendix Four Appendix Five Appendix Six Appendix Seven Procedure for Corporate and Local Induction Corporate Induction Programme Essential Information for Non-Medical & Dental Staff Essential Information for Medical & Dental Staff Induction Checklist Essential Information for Odd Day Locums Employee Record of Having Read the Policy 3

4 CORPORATE AND LOCAL INDUCTION POLICY 1. Introduction A good induction process is a vital part of a broader recruitment and retention agenda. It helps new staff settle in to a new environment more quickly and helps newly promoted or acting up staff settle in to new roles. It also enables the Trust to ensure that colleagues have the essential information they need to undertake their role safely and efficiently, and to become productive as quickly as possible. This policy sets out the Trust s requirements for the induction of all new starters. It underpins the Trust s expectation that everyone will contribute to ensuring that individuals joining the organisation experience an introduction that prepares them in a timely, supportive and safe way to fulfil their new role. 2. Policy Statement The policy requires all managers/supervisors to ensure that all of their staff including full and part time permanent staff (see also paragraph 3): attend corporate induction receive local induction which will ensure that a) individuals are safe and competent to undertake the job duties outlined in job descriptions or job plans b) where appropriate, meet NHS KSF post outline requirements and/or core competencies c) are given the best possible opportunity to succeed in their role in the Trust Locums working in the Trust for one or two shifts, classified as odd-day locums, are not required to attend corporate induction but must complete the specified local induction. The policy should be read in conjunction with the Procedure for Corporate and Local Induction (Appendix One). 4

5 3. Equality and Diversity This policy applies equally to all groups of staff employed by the Trust regardless of grade, profession, type of contract or working hours, and includes volunteers, students/young people undertaking work experience, agency and long term locum staff. 4. Associated Policies and Procedures The Trust s Policy on Recruitment and Retention states that it is the responsibility of all appointing officers to ensure appropriate induction for new starters is planned and that new starters attend all corporate and local induction events. The Personal Development Review Policy and Procedure provides details of the use of the KSF and post outlines in appraisal, including recording learning and personal development activity. The Policy on Consultant Appraisal (QMC Campus) and Guidance on Consultant Appraisal (City Campus) detail the appraisal process for consultants and non-career grade consultants, including recording learning and personal development activity. The Policy and Procedure for Managing Work Experience Placements defines induction requirements for paid and nonpaid work experience placements. The Staff Development and Study Leave Policy defines mandatory and hospital required training and should be referred to when discussing personal development needs with individuals. 5. Definitions 5.1 Corporate Induction Corporate induction is the introduction given to all new starters (excluding junior doctors on rotation) when they take up their appointment with the Trust. It provides a corporate introduction to the Trust and the environment in which we 5

6 work, and supports the development of a positive culture focussed on the expectation that we all live our Trust Values. The corporate induction includes induction aimed at new starters in specific clinical staff groups, clinical and nonclinical, to ensure all individuals are given the basic training and information they need to help them perform their duties safely. (Appendix Two) 5.2 Junior Doctor s Induction Junior doctor s induction is the induction programme aimed specifically at junior doctors on rotation to ensure that they all receive a consistent message on joining the Trust and to ensure that they are given the basic information they need to perform their duties safely. 5.3 Local Induction Local induction is the induction undertaken by an individual in his/her work area. It should cover all the elements of induction necessary at local level to ensure safe practice, together with an adequate introduction and welcome into the work area. 5.4 Occupation Specific Induction Occupation specific induction is specific to the employee s role (e.g. speciality specific, job duties, clinical protocols, computer information systems). 6. Elements of Induction It is essential that the induction of new employees is viewed as a shared responsibility between staff, managers and those departments involved in induction and that all the key elements of the induction are in place. These are: Corporate induction Local induction Occupation specific induction Personalised induction specific to the role and the individual 6

7 Specific materials should support each element of the induction. (Examples attached as Appendices 3, 4 and 5.) At the very earliest opportunity, managers must ensure that they discuss with individuals any specific training needs e.g. governance and risk management, familiarisation with equipment and procedures, and how these needs will be met. Managers must also ensure that mandatory training is completed in accordance with hospital policies and procedures (refer to the Staff Development and Study Leave Policy) and that, where appropriate, needs relating to the Knowledge and Skills Framework (KSF) and the individual s KSF post outline are addressed. 7. General Induction Arrangements 7.1 Corporate Induction Programme Corporate induction will be coordinated centrally. Managers must ensure that new starters take up their appointment on the second or fourth Monday of a month. The corporate induction programme will start on the second Monday of each month. If this coincides with an individual s start date the individual must attend the corporate induction before taking up his/her duties. If an individual starts on the fourth Monday of the month, the manager must ensure that the individual attends the first corporate induction programme following the date that the individual takes up his/her appointment. It is acceptable for new employees to attend an induction prior to their starting date, if this is mutually convenient. Part time staff are also required to attend the corporate induction programme. Those new employees who, as a one off, need to attend outside their normal working hours, will be given time back or, at the manager s discretion, payment made. 7.2 Local Induction Programme The line manager must arrange for either him/herself or a representative within the directorate/department to meet with the new starter at the beginning of his/her first period of duty. In addition the line manager must arrange to spend time with 7

8 the new starter as soon as is practical after the start of employment. For at least the first shift or working day, including after attendance on the corporate induction if the individual has not yet taken up his/her duties, the new employee will be supernumerary. 7.3 Staff Moving From Other Departments When existing staff transfer they do not need to attend the corporate induction but will require local induction in their new department. 7.4 Agency Staff/Locums/Temporary Staff All directorates/departments must produce a local handbook which must be issued to all new starters. For colleagues working in the Trust for just one or two shifts (e.g. odd-day locums), there must be an information leaflet that forms part of the abbreviated induction. (Example at Appendix 6.) 7.5 Junior Doctors starting in February and August All newly appointed F1s, F2s and SpRs are required to attend the formal corporate induction for junior doctors. Some new starters will have worked at the Trust before. Provided their time away from the Trust is less than two years, they need not attend a corporate induction programme again, but they must complete local induction, including being advised of any updated policies, protocols and procedures. 7.6 Induction of Volunteers/Unpaid Work Experience Students All volunteers and unpaid work experience students are required to complete an induction geared to particular/individual aspects of their role and placement area. This will ensure their awareness and cooperation with relevant organisational structures, lines of communication and the Trust s arrangements to comply with statutory legislation and NHS mandatory requirements. 8

9 8. Roles and Responsibilities The Director of Human Resources Clinical directors and directors of corporate functions Line Managers Appointing managers All new staff Responsible for ensuring that appropriate corporate induction programmes are run, that new starters are scheduled to attend and that the content of the junior doctors induction programme is appropriate. Responsible for ensuring that the content of the corporate induction is appropriate and covers the required topics. Through their line managers, responsible for ensuring that all of their staff receive induction consistent with this policy, including ensuring that all staff excluding junior doctors on rotation: - wherever possible, attend the corporate induction before they take up their job duties or - attend the first corporate induction programme following the date of appointment Responsible for monitoring that relevant induction is taking place within their directorate/department. At the start of the first period of duty, discussing with the new starter any occupation specific training needs. Responsible for ensuring that their new staff are booked on to corporate induction and that they attend. Responsible for ensuring that they attend the corporate induction programme, that they participate in other induction 9

10 All clinical staff arrangements and that they read and familiarise themselves with policies, protocols and other matters drawn to their attention during the induction process. Responsible for ensuring before they undertake any clinical procedure that: They are the right individual to do the task or procedure They know what to do (and what not to do) They know how to do it correctly They know what to do if things go wrong They know how to get help, and seek help if they need it. If any member of clinical staff is unhappy about any of these points or unsure about their competence at any time, they must seek help and advice. If any member of staff is unsure about their competence at any time, they must seek help and advice. All Non Clinical Staff Responsible for ensuring before they undertake any task that: They are the right individual to do the task They know what to do (and what not to do) They know how to do it correctly They know what to do if things go wrong They know how to get help, and seek help if they 10

11 need it. If any member of staff is unhappy about any of these points or unsure about their competence at any time, they must seek help and advice. 9. Monitoring and Evaluation A full record of the induction provided, signed by the new employee as well as the line manager or representative, must be maintained. Copies of induction records must be retained on each employee s personal file. The effectiveness of the induction process will be determined by evaluation of programmes, questionnaires, monitoring of untoward incidents, accidents, complaints etc and discussion with new starters as part of their personal development review/appraisal. 10. Performance Management The ORC is responsible for ensuring that induction is being implemented in line with the Corporate and Local Induction Policy and the Procedure for Corporate and Local Induction. On a quarterly basis, reports on attendance rates will be submitted to the ORC and feedback will be given to clinical and corporate directorates. ORC will ensure that both auditing and reporting on outcomes to the RMC takes place. Following the annual audits, the ORC will make recommendations on actions to the RMC and will be responsible for making sure the actions are carried out. 11

12 Appendix One PROCEDURE FOR CORPORATE AND LOCAL INDUCTION 1. Introduction This procedure should be read in conjunction with the Trust s. It applies to all staff, including agency staff, locum staff, volunteers and work experience students. The and the Procedure for Corporate and Local Induction, support the Trust s commitment to ensuring a minimum standard for corporate and local induction and are a key requirement of the Standards for Better Health (Core Standard C11b) and our own governance arrangements. The Trust aims to establish a framework through which staff experience a welcoming and informative introduction to the organisation through a combination of formal events and local induction arrangements. 2. Key Elements of Induction To ensure a consistent approach across all Directorates and Departments, the induction process will include the following: Corporate induction including an introduction to the Trust, its values and key objectives and the basic mandatory training and information new starters need to help ensure they are able to undertake their role safely Local induction an introduction to the Directorate/Department, colleagues, key protocols and working practices Occupation specific induction specific to the employee s role (e.g. speciality specific, job duties, clinical protocols, computer information systems) A personalised induction specific to the role and the individual, to identify any training needs including governance and risk management, familiarisation with 1

13 equipment and procedures and expectations and limitations of the role. 3. Local, Job Specific/Speciality Specific Induction Managers are responsible for ensuring that: 1. local induction checklists are developed/updated and reflect the key governance issues for the area 2. the checklists are used to ensure that individuals are given a comprehensive local induction. This may include the provision of written materials e.g. key policies, protocols and general information needed to cover specialist requirements. 3. local induction includes relevant elements from the following: Organisational values Security and confidentiality of patient and personal information Information security Orientation to ward/department/area Expectations of the post Limitations of the role Familiarisation with equipment Training requirements agreed and documented Bleep system and policy, including Hospital at Night Lone Worker Policy Transfusion related policies, procedures and guidelines Out of hours requests for radiological investigations involving ionising radiation Policies and guidelines relating to child protection Occupational Health facilities Resuscitation policy and procedure Infection prevention and control Relevant corporate policies Local policies and procedures Medication common to the specialty/area and any patient group directions 2

14 Sources of help and advice, including Trades Union/Staff Association representatives and Health and Safety Officers Mentorship Agreed minimum period that the individual is to be supervised All areas of induction must be covered within a maximum of two months from the individual s start date. Checklists must be signed off by the new employee and a representative of the organisation (e.g. line manager, induction co-ordinator) and a copy kept in the individual s personal file. 4. The Identification of a Buddy for the New Recruit Starting any new job can be a daunting prospect. One way of reducing the negative effect of this and to enable the new starter to settle in and feel confident in their new role quickly is to provide them with a buddy to act as a source of information and support. The buddy should ideally be the same grade as the new recruit, although for new junior doctors this may not be practical. The buddy will be someone that the new recruit can rely on for information, guidance and support, someone with whom the new recruit can discuss their role and what is expected from them, someone who can tell the new recruit who and where the key relevant staff are that they need to meet. It is essential that the relationship between the new recruit and the buddy is based on a commitment to confidentiality. It is not the role of the buddy to undertake the induction of the new recruit, or provide training, or assess competence, or to tell the new recruit what they can and cannot do. It is anticipated that the buddy relationship would last for between 3 and 6 months, but could be longer or shorter if mutually agreed. 3

15 5. Corporate Induction Process Appointing managers are responsible for ensuring that their new staff are booked on to corporate induction and that they attend. (Only staff new to the Trust should attend corporate induction, not transfers within the Trust). Places must be booked in advance of the start date by contacting the HR recruitment team and advising them of the start date (either the second or fourth Monday in the month) and which corporate induction the member of staff needs to attend. The HR recruitment team will advise Learning and Organisational Development (L & OD) of the list of nominations and L & OD will liaise with the various tutors to allocate nominees to appropriate sessions. L & OD will keep a record of attendance and notify directorate HR managers (DHRM) of any non attendees. It is the responsibility of the DHRM to follow up non attendees within their directorate(s). Process flowchart Member of staff accepts offer of appointment and start date agreed (second or fourth Monday of the month) Member of staff booked on next corporate induction and manager ensures attendance Appointing manager notifies HR recruitment team of the individual s start date and which corporate induction programme the individual should attend Two weeks prior to induction HR recruitment team send list of nominees to Learning and Organisational Development (L & OD), identifying which programme each individual should attend L & OD liaises with tutors to allocate nominees on to appropriate sessions New staff attend corporate induction L & OD maintain a record of attendance L & OD notify DHRMs of non attendees DHRMs follow up non attendees at local level New member of staff has attended corporate induction and attendance is recorded 4

16 Corporate Induction (Mornings) (Page 1 of 3) Appendix Two Monday Tuesday Wednesday Thursday Friday Registration welcome and introduction Trust values (including caring for our patients) Confidentiality Dress Code/Uniform Policy Key Policies Structure Partnership working (staff side) Protection of Vulnerable people Intro. To KSF Communication Inc. Principles of confidentiality Attitude Patient Safety incl. incident reporting and record keeping Reg staff Discharge Planning Blood handling Non Reg Staff Numeracy Literacy (Diagnostics) Promotion of continence Break Break Break Break Break Equality and Diversity Hand Hygiene Risk management Fire Emergency Planning H&S (integrated governance incident reporting) Infection prevention and control Tissue Viability (It is desirable that doctors attend this session if at all possible) Care of the Dying Admin/ID Badges, hand hygiene (practical), Market Place Admin/ID Badges, hand hygiene (practical), Market Place KSF for Clinical Staff 1

17 Lunch 1300 Lunch 1300 Lunch 1230 Lunch 1300 Lunch 1200 Corporate Induction (Afternoons) (Page 2 of 3) CPR Monday Patient M& H Non - patient M&H CPR Tuesday Patient M&H Non-clin CPR info (20mins) Non reg Baseline Obs Wednesday Nurses/Midwives/ Doctors/ Pharmacists Medicines Management Thursday Non reg/reg nurses/midwives Nutrition Friday Director of Nursing (Reg nurses and midwives, non reg nurses) Non-reg staff only Accountability and Documentation Customer care including - Communication Principles of Confidentiality Attitude NVQ/LA/Learning centres Questions/Discussion/ Evaluation of Non reg staff and go Break Break Break Break Break 2

18 CPR Patient M&H Nonpatient M&H CPR Patient M&H Non-clin Core Messages Strategies Evaluation of non-clinical staff and go Baseline Obs Med Devices Eval of docs/pharm and go (Doctors to note the session on tissue viability Thursday a.m.) Non-reg Bed Bathing and Personal Hygiene & Mouth Care Reg Medicines administration and drug calculations Evaluation of Reg Staff and go (Reg Nurses/Midwives to note the director of nursing session Friday p.m.) 3

19 Corporate Induction (Page 3 of 3) Colour Coding: All staff All clinical staff (including non-registered) unless particular clinical staff groups are specified Non registered (HCAs, NAs) Non clinical staff Market Place stands should include: Pay services Training and development Local induction should include: Use of the intranet where necessary (e.g. reference to the Workplace Safety Tool Kit, information relating to Access Control, Local induction Checklists) as well as programmes based on Seminar where appropriate Information specific to the work area A list of the personal development/continuing professional development required and the timescales for completion (e.g. any specialty specific development, training to use specific pieces of medical/non-medical equipment) (Please refer to the NUH and Procedure also) 4

20 KEY ELEMENTS OF YOUR INDUCTION For all employed Non-Medical and Dental staff starting work in the Trust the key elements of induction are: A named individual will be responsible for co-ordinating and overseeing your induction to the Trust. Corporate Induction - an introduction to the Trust, its values, key objectives and the key policies and procedures that the new member of staff needs to be aware of. Corporate Clinical Induction for all new Nurses, Midwives and Allied Health Professionals. Locality Induction - an introduction to the Directorate, key protocols and working practices. Specific training needs will be identified, e.g. Risk management, governance, equipment and assessment of competence where appropriate. Relevant corporate and local procedures/protocols should be discussed, e.g. Bleep system incl Hospital at Night Confidentiality, Medicines code of practice Consent to Examination or Treatment Cardiopulmonary Resuscitation Policy Occupation specific induction-specific to the employee s role (e.g. job duties, manual handling, clinical protocol, PAS, CPR etc). Introductory session with manager/supervisor to discuss the role and any training needs, familiarisation with equipment and procedures. The identification of a buddy to act as a source of information and support. A record of the induction provided will be kept, signed by you as well as the person providing the induction. Please refer to the Induction Checklist document Essential Information for Non-Medical and Dental staff ESSENTIAL INFORMATION FOR NON-MEDICAL AND DENTAL STAFF 1

21 INTRODUCTION This leaflet is designed to give you essential information that will help you be able to practice safely and effectively, whilst working as an employee at Nottingham University Hospital. Please read this leaflet carefully. If you feel that you are not getting the Induction you need, you must discuss this with your Consultant or the Clinical Director for your Directorate. Health governance and risk management training, together with other continuous professional development activity, is available within the Trust. For access details contact Learning and Organisational Development on or YOUR RESPONSIBILITIES You are responsible for: Attending and participating in any induction arranged Reading and familiarising yourself with policies, protocols and other matters drawn to your attention during the induction process. Copies of the key Trust policies are available on the intranet/the ward. Ensuring, before you undertake any clinical procedure within the Trust, that: You are the right individual to do the task or procedure You know what to do (and what not to do) You know how to do it correctly You know what to do if things go wrong You know how to get help, and you seek help if you need it IF YOU ARE UNHAPPY ABOUT ANY OF THESE POINTS, OR UNSURE ABOUT YOUR COMPETENCE, AT ANY TIME, YOU MUST SEEK HELP AND ADVICE Equally you have a responsibility to immediately intervene if you think the actions of any other individual may cause imminent harm to a patient or another member of staff, and, in any event, a responsibility to bring to the attention of a senior member of staff any concerns they may have about the performance, behaviour or conduct of another member of staff. Such concerns should be reported to a senior person such as a Consultant, a Clinical Director, an Assistant Medical Director, the Medical Director or the Director of Human Resources. These responsibilities are irrespective of the seniority or role of the people involved (e.g., if a PRHO has concerns about a Consultant). 2

22 THE KEY ELEMENTS OF INDUCTION For all employed doctors and dentists starting work in the Trust the key elements of induction are: A named individual responsible for coordinating and overseeing the induction process. Corporate induction an introduction to the Trust, its values, key objectives and the key policies and procedures that the new doctor/dentist needs to be aware of. Local, specialty specific induction- An introduction to the Directorate Orientation to the specialty and clinical team Ensure that they visit Medical Personnel, so all necessary employment documentation can be completed and the Doctor s Pocket Guide issued Key protocols and working practices Provide information about any other local rules, e.g., for booking annual leave, reporting sickness, etc. Governance and risk management Bleep system Resuscitation procedures Confidentiality Drug Custody and Administration Code of Practice/ medication common to the area Consent to Treatment If a Consultant, make arrangements to meet the Assistant Medical Directors, and Executive Directors. Personalised Induction Identify training needs Familiarisation of equipment and procedures Expectations and limitations of the role Sources of help and advice Identification of a buddy for the new recruit An agreed period of supervised practice A record of the induction provided, signed by the inductee as well as the person overseeing and coordinating the process The only exception to these arrangements is the Locum working in the Trust for one or two shifts only, where the information provided at induction is limited. For these staff a short statement of their responsibilities, who will be supervising them, bleep arrangements, local drugs protocols including prescription and administration, incident reporting and the support available will be issued to them before they commence clinical duties. Please refer to the Induction Checklist Document Essential Information for Medical and Dental staff ESSENTIAL INFORMATION FOR MEDICAL AND DENTAL STAFF 2

23 INTRODUCTION This document is designed to inform you of the approach the Trust takes to your induction as a new employee of Nottingham University Hospitals. Please read it carefully. If you feel that you are not getting the induction you need, you must discuss this with your Consultant or Clinical Director, as appropriate, or with the Assistant Medical Director for your Division. Health governance and risk management training, together with other continuous professional development activity, is available within the Trust. For access details contact the Training and Development department on or YOUR RESPONSIBILITIES You are responsible for: Attending and participating in any appropriate induction arrangements made for you. Reading and familiarising yourself with policies, protocols or other matters drawn to your attention during the induction process. Copies of the key Trust policies are available on each ward. Ensuring, before you undertake any clinical procedure within the Trust, that: You are the right individual to do the task or procedure You know what to do (and what not to do) You know how to do it correctly You know what to do if things go wrong You know how to get help, and you seek help if you need it IF YOU ARE UNHAPPY ABOUT ANY OF THESE POINTS, OR UNSURE ABOUT YOUR COMPETENCE, AT ANY TIME, YOU MUST SEEK HELP AND ADVICE. Equally, ALL DOCTORS AND DENTISTS have a responsibility to immediately intervene if they think the actions of any other individual may cause imminent harm to a patient or another member of staff, and, in any event, a responsibility to bring to the attention of a senior member of staff any concerns they may have about the performance, behaviour or conduct of another member of staff. Such concerns should be reported to a senior person such as a Consultant, a Clinical Director, an Assistant Medical Director, the Medical Director or the Director of Human Resources. These responsibilities are irrespective of the seniority or role of the people involved (e.g., if a PRHO has concerns about a Consultant). 3

24 Induction Checklist Document Appendix 5 NAME:.. POSITION:. DEPARTMENT: Personal/Payroll Documentation Completed (please tick) Signature of Employee Appointment Form A National Insurance Number Birth Certificate Qualification Certificates Professional Registration Bank Account Details Pension opt-out (if applicable) Driving Licence Application for authorised car use Identification Badge Orientation Working Area/Tour of Department Introduction to Line Manager Introduction to Colleagues Introduction to local staff side representatives Amenities Access Areas Authorised Computer Access, Account set up (where applicable) Personal Security, Locker, Alarms Car Parking Personal related Issues Hours of Work/Time Keeping Procedures Annual Leave Policy Study Leave Policy Sickness/Absence Policy and Reporting 1

25 Travel Claim Forms Childcare (TLC Day Nursery) Trade Union Membership Confidentiality/Data Protection Health and Safety Health and Safety Policy Non-Smoking Policy Occupational Health Appointment Manual Handling and Back Care Fire Drill, Exits and Equipment First Aid Incident Reporting Protective Clothing COSHH (Specific to working area) Infection Control Policies and Procedures Disciplinary Grievance Incident Reporting Child Protection Departmental Policies and Procedures as appropriate: Governance Risk Management Strategy Policy for the Management of Incidents including near misses Serious Untoward Incident Policy Fire Safety Policy Communication Telephone/Directories/Messages Bleep System Hospital Intranet Informed of Team/Department Meetings 2

26 Practice (where applicable) Professional Accountability Codes of Professional Conduct Maintenance of Professional Registration This section is profession specific but should also include the following general areas for most staff: Structure of Organisation (how employee fits in with this) Complaints Procedure Patient Care Incident Reporting Appropriate use of Resources Equal Opportunities Arrest Procedure Location of Emergency Equipment Patients Charter Acceptance of Gifts and Hospitality Litigation Individual Performance Review Corporate Induction Completed/Attended Fire Safety Lecture 3

27 Completion of Induction Programme To be completed by the Manager I can confirm that the employee has successfully completed the Induction programme. I am satisfied that the employee has a sufficient understanding of the working environment in order to carry out his/her duties. Signed.. (Position). (Date) To be completed by the Employee I can confirm that I have successfully completed the Induction Programme. I have a sufficient understanding of my working environment to carry out my duties. Signed.. (Employee). (Date) THIS DOCUMENT SHOULD NOW BE PLACED IN THE EMPLOYEES PERSONAL FILE. THE INDIVIDUAL, FOR THEIR OWN RECORDS, SHOULD RETAIN A COPY. 4

28 KEY ELEMENTS OF YOUR INDUCTION For all employed Odd-Day Locums starting work in the Trust the key elements of induction are: A named individual will be responsible for co-ordinating and overseeing your induction to the Trust. You will be informed of the identification of a named person for you to contact who can act as a source of information and support if needed. This may well be the same person co-ordinating and overseeing your induction. As part of your induction you should be informed about the clinical team, key protocols and working practices, including bleep arrangements. A local Induction must be undertaken before any Odd- Day Locum is allowed to undertake any clinical work. This applies to all Doctors and Dentists regardless of grade. An introductory session should take place designed to take account of the role being undertaken and the seniority of the individual. This should include: Expectations of the post and limitations of the role Location and demonstration of the use of equipment as necessary Key Trust policies, Governance, Risk Management Incident Reporting Confidentiality Medicines code of practice Consent to Examination or treatment CPR A record of the induction provided will be kept, signed by you as well as the person providing the induction. Please refer to the Induction Checklist Document Essential Information for Odd Day Locums ESSENTIAL INFORMATION FOR ODD-DAY LOCUMS

29 INDUCTION This leaflet is designed to give you essential information that will help you be able to practice safely and effectively, whilst working as a locum at Nottingham University Hospital. Your contact for information and support is: Name: Post: Contactable by: Ext. No. Bleep No. The Consultant in charge is: Name: Post: Contactable by: Ext. No. Bleep No. YOUR RESPONSIBILITIES You are responsible for: Reading and familiarising yourself with policies, protocols and other matters drawn to your attention during the induction process. Copies of the key Trust policies are available on each ward. Ensuring, before you undertake any clinical procedure within the Trust, that: You are the right individual to do the task or procedure You know what to do (and what not to do) You know how to do it correctly You know what to do if things go wrong You know how to get help, and you seek help if you need it IF YOU ARE UNHAPPY ABOUT ANY OF THESE POINTS, OR UNSURE ABOUT YOUR COMPETENCE, AT ANY TIME, YOU MUST SEEK HELP AND ADVICE Equally, ALL DOCTORS AND DENTISTS have a responsibility to immediately intervene if they think the actions of any other individual may cause imminent harm to a patient or another member of staff, and, in any event, a responsibility to bring to the attention of a senior member of staff any concerns they may have about the performance, behaviour or conduct of another member of staff. Such concerns should be reported to a senior person such as a Consultant, a Clinical Director, an Assistant Medical Director, the Medical Director or the Director of Human Resources. These responsibilities are irrespective of the seniority or role of the people involved (e.g. if a PRHO has concerns about a Consultant).

30 EMPLOYEE RECORD OF HAVING READ THE POLICY Appendix 7 Title of Policy/Procedure: CORPORATE AND LOCAL INDUCTION POLICY I have read and understand the principles contained in the named policy. PRINT FULL NAME SIGNATURE DATE