policy: i14 induction policy - west london nhs trust · attendance and local induction set up can...

West London Mental Health NHS Trust of 32

Policy I14 First Date of Issue: October 2010 This is current version I14/05 April 2018

Policy: I14 Induction policy

Version: I14/05

Ratified by: Trust Partnership Forum

Date ratified: 30th April 2018

Title of Author: Associate Director – Learning and Development

Title of responsible Director Director of Organisation Development and Workforce

Key Stakeholders Maninder Walia - Head of Workforce Partnering

Anthonia Adedoyin – Recruitment Manager

Neil Jones – HR Payroll and Pensions

Gaganjot Sidhu – Recruitment Advisor

Judith Joyce – Induction Co-ordinator Broadmoor Hospital

Date issued: 30th April 2018

Review date: April 2021

Target audience: All Staff

Disclosure Status B: Can be disclosed to patients and the public

EIA / Sustainability

EIA 20180430.doc



Equality & Diversity Statement

The Trust strives to ensure its policies are accessible, appropriate and inclusive for all. Therefore all policies will be required to undergo an Equality Impact Assessment

and will only be approved once this process has been completed

Sustainable Development Statement

The Trust aims to ensure its policies consider and minimise the sustainable development impacts of its activities. All policies are therefore required to undergo a

Sustainable Development Impact Assessment to ensure that the financial, environmental and social implications have been considered. Policies will only be

approved once this process has been completed



Version Control Sheet

Version Date Title of Author Status Comment

I14/0.01

1st October 2010

Associate Director – Learning & Development

New Draft Policy developed

Presented to Policy Review Group in Nov 2010

Has been circulated to Trust partnership policy sub group.

I14/01 8th December 2010

8th February 2011


New Policy Issued as working document.

Policy Re-Issued

Consultation ended 31st December 2010.

Presented to Policy Review Group on 31st January 2011 for approval – approved.

I14/02 Sept 2011 Associate Director – Learning & Development

Existing policy amended to meet NHSLA requirements

Amended following feedback from NHSLA.

Present to Policy review Group 29th Sept. 2011 for approval – approved.

I14/03 October 2012


Some further amendments to meet NHSLA, particularly Local Induction

Consultation for 2 weeks then to TMT December 2012.

Approved.

I14/04 October 2016

Assistant Director of Workforce L&D

Amendments to Induction process and roles.

Consultation for 2 weeks.

I14/05 April 2018 Learning & Development Partner

Ratified and issued

Amendments to induction process and roles

Ratified outside the TPF using voting buttons 20180430



Contents Page

1 Flowchart 5

2 Introduction (includes purpose) 6

3 Scope 6

4 Definitions 6 5.

5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9

5.10

Duties Chief Executive Accountable Director Director of Organisational Development & Workforce Assistant Director of Organisational Development Recruitment Team Senior Managers Line Managers Learning and Development Department Induction Speakers Staff

7 7 7 7 7 8 8 8 9

10 10

6. Systems & Recording 11

7. Procedure for Booking Staff onto Corporate Induction 11

8. Procedure for booking Honorary Contracts and Students 12

9. Process for Monitoring Induction Attendance 13

10. Policy Dissemination and Implementation 13

11. Policy Development, implementation and Review 13

12. Training 13

13. Monitoring 14

14. Standards/Key Performance Indicators 15

15. References 15

16. Supporting documents 15

17. Glossary of Terms/Acronyms 15

18.

Appendices Appendix 1 Corporate plus London Specific Programme Appendix 2 Corporate plus Broadmoor Specific Programme Appendix 3 Local Induction Workbooks on Exchange Appendix 4 Interactive Induction booklet Appendix 5 Local Induction Sign off Process Appendix 6 Local Induction for Temporary Staffing Appendix 7 Student Mapping – condensed Induction

16 17

18 19 20 21 22 24 32



1. Flowchart

New Starter is offered employment through recruitment

Recruitment team offer induction place based on next available Induction date and new starter is booked onto

TRAC

Automated TRAC system sends Welcome letter and Interactive Induction booklet.

Induction Co-ordinator and L&D Partner for HSS do weekly checks on TRAC to ascertain numbers coming

through and use this to update Broadmoor/Ealing Spread sheet

Induction Co-ordinator checks the Induction email on a daily basis to ensure coach requests are actioned and

staff who need it are booked a place on the coach

New starters and their managers are emailed their Induction programme which is personalised for each individual and gives dates and courses that need to

be attended

On completion of Induction programme – new starters commence their Local Induction in their

specific area.

Managers of new starters should then begin to make preparations for their arrival on completion of their

induction. .

On day one of Induction, recruitment send a list to payroll of all new starters. They are then removed from payroll once attendance is confirmed on day three.



2. Introduction

2.1 West London Mental Health Trust is committed to ensuring high standards of patient and staff safety, improving the quality of patient care and minimising the risk of harm to patients and staff. In order to achieve this, the Trust recognises the importance of effective induction arrangements both for the individual new employee and the organisation.

2.2 The Trust induction policy, programmes and processes are designed to

meet the requirements of the Trust’s Mandatory training requirements ensuring that all new starters are mandatory compliant on joining their new job roles.

2.3 The induction programme is designed to welcome new employees to

the Trust and introduce them to the values and objectives of the Organisation so that they feel of the Trust as quickly as possible. .

2.4 It has been recognised that there is a danger of overloading new employees with information and this has been taken into account in the design of the programme and delivery of the content and the use of blended learning.

2.5 The Trust is keen to ensure that where appropriate learning has taken

place at another Trust that this learning is taken into account and the induction requirement reduced accordingly.

2.6 It is recognised that Induction is not a substitute for specialty job

training and all new starters will require further training through the Local Induction process.

2.7 It is a mandatory requirement for all new staff to undertake Corporate

and Local Induction. 2.8 It is mandatory for all current employees who move to another

department or job role to complete a Local Induction for their new area. The responsibility for this rests with the receiving manager.

3. Scope 3.1 This Policy applies to all staff within the Trust including both permanent

and temporary staff.

4. Definitions

Corporate Induction – Gives an overview of the Trust, its values and objectives and provides mandatory training delivered through a blended learning approach (Appendices 1 & 2)



Local Induction – A local orientation of area and job role specific information via a workbook which is signed off via the Exchange. A shorter version is provided for temporary staff (Appendix 3).

Mandatory Training – A training event or activity which has been approved and deemed as essential by the Trust after taking into account current legislation and guidance and the needs of the organisation.

Permanent staff – All staff directly employed either by a contract of employment or secondment arrangement with the organisation which lasts or is planned to last for longer than a 3 month period. This includes staff on substantive and fixed term contracts, Bank Only staff, those on honorary contracts and medical staff in training.

Temporary staff – Are workers supplied to the Trust by another organisation, typically a Temporary Work Agency, for temporary use. Temporary staff are not employees of the Trust, they are employed by the supplying organisation.

5. Duties 5.1 Chief Executive

The Chief Executive is responsible for ensuring that the Trust has policies in place and complies with its legal and regulatory obligations.

5.2 Accountable Director The accountable director is responsible for the development of relevant policies and to ensure they comply with NHSLA standards and criteria where applicable. They must also contain all the relevant details and processes as per P3. They are also responsible for trust wide implementation and compliance with the policy.

5.3 Duties of the Director of Workforce and OD Has overall responsibility for Induction.

5.3.1 The Director of Workforce and OD will take appropriate action if staff do

not meet their induction requirements in line with this policy. 5.4 Duties of the Assistant Director of Workforce L&D.

Oversees the introduction, operation, monitoring and implementation of this policy to ensure the fair and consistent application of the policy throughout the Trust.

5.4.1 The Assistant Director of Workforce L&D, will answer queries in relation

to this policy at a local level and will ensure the provision of training, guidance and support to Managers on the operation of this policy.

5.4.3 The Induction Co-ordinator and L&D Partner for HSS will lead content

and framework reviews of the induction programme in consultation with stakeholders.



5.4.4 The Induction Co-ordinator and L&D Partner for HSS will be responsible for the reporting and monitoring of attendance and non-attendance as part of the Mandatory training scorecard.

5.5 Duties of the Recruitment Team 5.5.1 The recruitment team will be responsible for booking new starters on to

the next available induction programme via the TRAC system and keeping accurate records relating to their work locations, job title, line manager details and any other relevant personalised information for the new starter.

5.5.2 The Recruitment Manager will take responsibility for ensuring that the

number of new starters booked onto each Induction programme is in line with maximum numbers. Where numbers are likely to exceed capacity, this should be raised with the Induction Co-ordinator.

5.5.3 The Recruitment Team will ensure that all new starter information is

passed to the Equinity Team to enable the individual to be set up on the Electronic Staff Record system (ESR) and (Exchange) by the 18th day of their employment to ensure that accurate recording of their induction attendance and local induction set up can be undertaken by the Learning and Development Team.

5.6 Duties of Senior Managers

Senior Managers will ensure that: 5.6.1 This policy is cascaded throughout their services, supported by the

Learning and Development Team. 5.6.2 New staff attend induction in line with the common start date and Local/

Induction arrangements are followed. 5.6.3 Take action resulting from non-attendance. 5.7 Duties of Line Managers

Line Managers are responsible for ensuring that:

5.7.1 This policy is applied within their own area. 5.7.2 New starters for whom they are responsible meet their corporate and

local induction requirements. 5.7.3 Local induction arrangements are initiated and concluded within 3

months. This will require assigning an appropriate supervisor who is able to provide appropriate support, guidance and recording completion via The Exchange Local Induction tool.

5.7.4 Non-attendance at the corporate induction and non-compliance

regarding Local induction is investigated and appropriate action taken to ensure compliance.



5.7.5 This policy is applied to all staff for whom they are responsible, including new starters, bank staff, honorary staff and temporary staff who are to be employed for 3 months or more.

5.7.7 Where new staff join the team, it is the responsibility of the line manager

to ensure a Local Induction is completed, down loading the appropriate workbook from the Exchange (Appendix 3)

5.7.9 Ensuring that staff (who will be in a role for less than 3 months whether

through agency, locum, secondment or casual arrangements) undertake and complete a WLMHT Local Induction on the day of arrival, before commencing duties. These records should be held locally.

5.8 Duties of the Learning and Development Department

The Learning and Development Department will be responsible for:

5.8.1 Organising and facilitating corporate induction programmes on a monthly basis and reviewing the programme to ensure they are fit for purpose and comply with legislation/guidelines.

5.8.2 Obtaining evidence of prior learning from the Inter Authority Transfer

function in ESR. 5.8.3 Inviting new starters to attend the next Common Start Corporate

Induction; this is done via their personal email copying in the individual’s manager.

Induction Coordinator to include line managers in emails to new starters with their programme details

Designing, monitoring and reviewing the provision of the Corporate Induction programme.

The coordination of the attendance of all new starters on Corporate Induction programme and maintenance of training records on The Exchange.

Informing managers of non-attendance by new staff on the Corporate Induction. Evaluating each Induction programme, taking action where necessary

5.8.4 Ensuring that all new starters are given an E-Learning Log-in and

password at the start of their Induction. 5.8.2 Liaising with those contributing to the corporate induction programme to

agree programme provision. 5.8.3 Maintaining a Validation Folder for each mandatory section of induction

which includes, Induction Speakers certificates showing competence to deliver their session, handouts and session lesson plans.



5.8.4 Entering all data relating to corporate induction attendance onto the

Exchange from the course attendance registers. 5.8.6 Following up non-attendance at corporate induction. 5.8.7 Ensuring that appropriate job specific Local Induction workbooks are

issued to each new starter in their Induction Pack. 5.8.8 Ensuring that appropriate arrangement are made to ensure that the

Corporate Induction venue is set up in line with Health and Safety requirements and is conducive to learning.

5.9 Duties of Subject Matter Expert

Induction speakers are responsible for:

5.9.1 Liaising with the Induction Co-ordinator and L&D Partners for HSS to agree availability for corporate induction.

5.9.2 Identifying and designing the content required to meet the Trust’s needs

and in line with appropriate legislation. 5.9.3 Reviewing their training content to ensure that it is up to date and

consistent with other speakers’ material and conforms to the intended pitch of induction as an orientation to the Trust and the organisation’s vision and values.

5.9.4 Ensuring that materials (including handouts) are current and dated and

that copies are provided annually or when updated to the L&D Partner for HSS.

5.9.5 Identifying any shortfall in capacity to deliver the session concerned and

providing a deputy / substitute to cover the session. The speaker concerned will liaise with the Induction Co-ordinator to notify them of these arrangements.

5.10 Duties of Staff (Permanent and Temporary Staff as applicable)

Staff are responsible for:

5.10.1 Attending the required corporate induction in line with the common start date.

5.10.2 Ensuring that they complete their Local Induction within 3 months of

commencing in their new post/role/service, this includes any E-learning requirements.

5.10.3 All new starters will be informed and required to complete their E-

learning by the end of the Induction month they start.



6. Systems and recording 6.1 All Induction attendance for each face to face workshop is recorded on

registers which are recorded onto the Exchange by the end of the Induction programme.

6.2 All E-learning Induction completions are reported mid month and end of

month and input into Exchange by the Learning and Development Team by the end of the Induction programme.

6.3 Where the new starter is not showing on the Exchange by the end of

their Induction programme, this will be escalated to the Workforce team to resolve and a bring forward system for data entry implemented ensuring that the new starters training is recorded upon set up on the Exchange.

7. Procedure for booking staff onto corporate induction

7.1 Pre-employment procedures will be undertaken by the Recruitment

Team. This will include correspondence to the new employee detailing the Statement of Terms and Conditions of Employment and advising the date on which they will be expected to attend a corporate induction. This will include a welcome letter from the Chief Executive giving joining instructions for the relevant Learning and Development Centre. (Appendix 4)

7.2 Attendance on the Trust’s corporate induction programme will take place

on the first day of employment unless there are exceptional reasons to the contrary. Where there are exceptional circumstances, authorisation to delay induction can only be made by the recruitment team manager in conjunction with the service line manager. The corporate induction programme can take from 2 days up to 15 days depending on staff group (see appendices 1&2).

7.3 The recruitment team will be responsible for arranging attendance on the

next available corporate induction programme via the TRAC system. 7.4 If an individual is unable to attend Induction but is required to start work

the Line Manager is responsible for ensuring that the necessary risk assessments are undertaken and applied during the period until confirmed attendance at the Trust Corporate Induction can be given. Under no circumstances can attendance be delayed beyond the next available course.

7.4 Immediately following a new starters attendance at the corporate

induction programme the line manager will be responsible for facilitating an orientation to the Local workplace and completion of the Local



Induction workbook. This must take place immediately after the new starter enters the work environment and should be completed within 2 months. (Appendix 3)

7.5 The line manager (or assigned supervisor) will ensure sign off on

completion of the Local Induction via the Exchange (see Appendix 5) 7.6 For short term ad-hoc agency and locum staff, a tailored Local induction

is essential and the Local Induction for Temporary Staff, working for less than 3 months or on an ad-hoc basis should be used (Appendix 6).

7.7 To ensure that the corporate and Local Inductions meet the new starter’s

requirements in full, the manager must review this with the individual at the end of the first month of employment. The manager will be responsible for providing any supplementary information requested by the employee. This will form part of the employees personal development review (PDR).

7.8 All newly appointed Managers will be invited to enrol onto the 2 Hours 2

Learn training which provides a range of short courses on specific management topics. These should be completed within six months of starting in post and applies to all employees who are designated as having management responsibilities for people.

8. Process for booking honorary contracts and students

8.1 It is recognised that there will be a very small number of new starters

who will not be able to attend the corporate induction programme due to domestic or other commitments such as Honorary Contracts who work specific sessions, or students.

In these cases, the manager will, in consultation with the Induction Co-ordinator ensure that these new starters are issued with a personalised Induction to accommodate their needs.

8.2 Nursing students do not require the full induction as a number of mandatory training courses are delivered with our partnering universities; UWL, BUCKS and Kings. These have been mapped against our training matrix which means when a new student joins the Trust we are able to carry over their training and they complete a condensed induction programme. (See appendix 7)

8.3 Special arrangements will also be made for any new starter with a

disability or who have difficulty accessing or understanding any of the induction information.



9 Process for monitoring induction attendance 9.1 In the event of new staff missing days 1 and 2 of the Corporate Induction

programme, the Induction Co-ordinator will notify:- Line Manager, Workforce Planning and the Recruitment Manager, advising of the non-attendance and removal of the inductee from the programme.

9.2 In these exceptional circumstances the new staff starter will be required

to join the next Induction programme. The re-booking onto the next available induction programme will be carried out by the Recruitment team using the TRAC system.

9.3 The non-completion of Local induction will be monitored by the L&D

Partners for each CSU and escalated to the HR Business Partner via the Matric Meetings for necessary action to be taken.

10. Policy dissemination and implementation 10.1 The dissemination and implementation of this policy will follow the

agreed Trust procedure for all policies. New and updated polices are updated via the Intranet and placed onto the Exchange, highlighting review dates.

10.2 CSU Directors and Line Mangers will be responsible for the

dissemination and implementation in their areas of responsibility. CSU Directors have overall responsibility for monitoring the compliance by their line managers.

11. Policy development, implementation and review

11.1 The implementation, monitoring and review of this policy shall be

conducted by the Assistant Director of Workforce L&D on behalf of the Director of Workforce and OD.

11.2 The frequency of review is 3 yearly unless legislation or guidance from

appropriate bodies indicates otherwise.

12. Training 12.1 Staff will be briefed on the policy at induction and through Trust

Communications. Trainers should ensure they meet the required competencies specific to the sessions they deliver.

12.2 Managers will be briefed on the Induction Policy, at 2 Hours 2 Learn

training and Aspire Middle Managers programme and via the Exchange.



13. Monitoring

Table I Monitoring and Reports

Type Frequency Purpose To who

Induction Evaluation Report

Monthly

Measures content of induction programme via inductees

Learning & Development Manager and Head of Workforce and Development and L&D Partners.

CSU mandatory training attendance activity against target.

Monthly Measures activity needed to meet compliance across all mandatory training requirements by individual CSU

CSU Director and SMT (Individual reporting chart and included in HR Scorecard for each CSU)

Compliance report for all mandatory courses

Monthly Shows compliance rates for type of training by Directorate within each CSU

Board CSU SMT (Included in the HR Scorecard for each CSU Training Leads All Line Managers

Team compliance Report

Live Online Report

Shows in date compliance for all mandatory training for a team of staff. Red - out of date Amber - training booked Green - in date and compliant

Line managers (Via mandatory training “button” within HR1Stop on the Exchange and through the Exchange Scorecard.

Individual Staff Record

Live Online Report

As above but for each staff member

Line manager Staff member (Via mandatory training “button” within on the Trust intranet (exchange)

Training Reports Monthly Shows all training activity by course, staff attending, CSU, Directorate and ward/dept.

Available via intranet (exchange) can be accessed by all Trust Managers and Staff

Local Induction Report

Live Online Report

Shows compliance in Local Induction completions

Line Managers



14. Standards/key performance indicators 14.1 This policy is linked by NHSLA and Care Quality Commission (CQC)

standards. 14.2 Workforce and Trust Key Performance Indicators (KPIs) to assist the

establishment of a compliant and effective work force.

15. References (external documents)

This policy should be read in conjunction with the following:

NHSLA (NHS Litigation Authority) Standards

Standards for Better Health /CQC guidelines

16. Supporting documents (trust documents)

Access to Professional and Personal Development Policy - A10

Personal Development Review (PDR) Policy – P21

Recruitment and Selection Policy – R6

Statutory and Mandatory Training Policy – M12

17. Glossary of terms / acronyms

CQC – Care Quality Commission

NHSLA – NHS Litigation Authority

CPD – Continuing Professional Development

PDR – Performance Development Review

PDP – Personal Development Plan

TNA – Training Needs Analysis

CSU – Clinical Service Unit

L&D – Learning and Development

KPI – Key Performance Indicators

TMT – Trust Management Team

SMT – Senior Management Team

DNA – Did Not Attend



LDD – Learning Development Department

OLM – Oracle Learning Management

ESR – Electronic Staff Record

IAT – Inter Authority Transfer

18. Appendices. Appendix 1 Corporate plus London Specific Programme Appendix 2 Corporate plus Broadmoor Specific Programme Appendix 3 Local Induction Workbooks on Exchange Appendix 4 Interactive Induction booklet Appendix 5 Local Induction Sign off Process Appendix 6 Local Induction for Temporary Staffing Appendix 7 Student Mapping – condensed Induction Appendix 8 Monitoring Template



Corporate Induction + London Specific Programme

ELearning = Moving & Handling (Loads) - all staff. Infection Control - all clinical staff and E&F. Health & Safety - all staff. Food Hygiene- if required for your role ie, food servers/handlers. Mental Health Law – all clinical staff. Fraud Awareness – All Staff Local Induction - all staff

Appendix 1



Corporate Induction + Broadmoor Specific Programme

WEEK 1 – DAYS 1 & 2 CORPORATE TRUST INDUCTION

WEEK 1 Broadmoor

WEEK 2 Broadmoor

WEEK 3 Broadmoor

Week 4 Broadmoor

Week 4 Broadmoor

Wednesday Thursday Friday Mon Tues Wed Thurs Fri Mon - Fri Mon Tues - Fri Venue, L&D Centre, Broadmoor Hospital, arrive Arrival no later than 9.15am

Venue LDC Venue PMVA DEPT

Venue PMVA

Venue LDC

Venue LDC

Venue LDC

Venue PMVA DEPT

Venue LDC

Venue LDC

9.30 – 10.00 CEO Welcome to Our Trust

9.30 – 12.00 Safeguarding Children Level 1 Safeguarding Children Level 2)

9:00 Security Induction

9.00 PSTS

9.00 Breakaway

9:00 Issue of keys and site visit

9:00 Recovery

9:15 Clinical Risk

9.00 PMVA 5 day Teamwork

9:00 Group A RIO Group B Allocated E- learning Time

9.00 HCA Care Certificate

10.00 – 12.00 Service User Experience & Recovery

12:00 – 13:00 LUNCH Multi Support Services Market Place

12:00 – 12:30 Lunch

Lunch Lunch Lunch Lunch Lunch Lunch Lunch Lunch Lunch

13.00-14.00 Basic Fire Awareness

12.30-15.30 Safeguarding Adults Including WRAP

Security Induction

12.45 -14.15 Bio – Metrics & allocated e- learning time

Breakaway

12:45 - 15:00 Radio Training for relevant staff & /or E- Learning

12:30 AED

13:00 Clinical Risk

PMVA 5 day Teamwork

13:00 Group B RIO Group A Allocated E- learning time

13:00 HCA Care Certificate

14.00-15.00 Equality & Diversity

15.00-15.30 Information Governance

15.30-16.45 Bio - Metrics

14.15-14.30 BREAK

15.00-15.15 BREAK

15.30-16:00 Welcome to new staff from HSS Director & Additional Basic Fire Awareness For HSS staff

14.30-16.30 Boundaries

15.15 Make way to main reception area to meet Manager, introduction to work area

Finish 16:15 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45 Finish 16:45

ELearning = Moving & Handling (Loads) - all staff. Infection Control - all clinical staff and E&F. Health & Safety - all staff. Food Hygiene- if required for your role ie, food servers/handlers. Mental Health Law – all clinical staff. Fraud Awareness – All Staff Local Induction - all staff

Appendix 2



Local Induction Workbooks on Exchange

All new starters at issued with a hard copy of the Local Induction workbook which is appropriate to their specific job role.

Managers and staff can also locate copies of these documents via the Exchange:-

Central Services The Learning Zone

Learning Resources

Appendix 3



Welcome To West London Mental Health Trust

We look forward to meeting you shortly

This interactive guide has been designed to provide

you with as much information as possible to help you

understand more about your induction programme.

In addition to this, you will also be sent your individual

programme that is specific to you and your job role.

If you have any questions before you start, we have

included links and contact numbers in the guide to

help you find the right person.

We are looking forward to meeting you on your first

day.

The Learning and Development Team

read more

West London Mental Health NHS Trust | Trust Headquarters | 1 Armstrong Way | Southall | Middlesex | UB2 4SD

Appendix 4

https://view.pagetiger.com/WLMHTInduction/Induction

https://view.pagetiger.com/WLMHTInduction/Induction



Local Induction Sign-off Process

Managers are responsible for ensuring that staff receive appropriate Local Induction and that this is signed off to ensure that this information can be centrally recorded. The Manager needs to sign-off the process via the Exchange:- Top Tasks HR 1 Stop In the area that shows the names of your line reports select the name of the new starter Complete the Local Induction information box by ticking the appropriate boxes Press Save

Appendix 5



Local Induction for Temporary Staff (Agency

workers) and Staff contracted to work short

term

(Staff who are to be with the Trust for under 3

months)

Name

Position

Line Manager/Supervisor

Location

I can confirm that I have received a Local Induction and have worked with my

line manager/colleagues to complete the Local Induction list to the standards

identified.

Name: Signature: Date:

Month you attended

Induction:

Workplace start

Date:

I can confirm that the individual named above has completed their Local

induction programme to the required standard.

Line Manager/Supervisor

Name:

Signature: Date:

Appendix 6



This paperwork should be kept in the local area by the Line Manager

Ward/Department Welcome Sign once completed

Local team structure and introduction to team members

Dress Code/Code of Conduct

Vision and Values

Orientation to work area, toilets, break areas, parking.

Job role and responsibilities

Handover procedure

Team meetings

Supervision meetings

Administration Sign once completed

Alarm codes and Keys issue

Set up of Trust computer Log-in

Exchange Intranet Orientation – location of policies and procedures relating to the area you work in/Trust Wide Policies

Method of recording shifts, mileage, diary records and travel claims forms as applicable.

Breaks

Use of telephone system/private calls/Internet/E-mail Policy

Data Protection and Information Security (including dealing with the media).

Conditions of Employment Sign once completed

Mandatory Training Passport and requirements

Sickness Absence reporting

Timekeeping and attendance

Rota System

Risk Management Sign once completed

Familiarity with the alarm (including regular test time) Location of escape routes (walk the route) A brief description of evacuation procedures and methodology (including Progressive Horizontal Evacuation if appropriate) Location of fire fighting equipment Location of assembly points Identification of fire marshals Identification of any specific local hazards, risks and control measures

First Aid Box, Grab Bags and Defibrillation equipment – Identify local First Aiders

Incident Reporting System

Personal Safety/Alarm system for building

Health and Safety systems for own work area

Lone Worker Policy

WLMHT Local Induction For Temporary Staff



University of West London UWL

Bucks New University BNU

Kings College London KCL

Basic Life Support

UWL BLS.pdf

CPR - Annual update as per Resuscitation Guidelines 2015

Basic Life Support

Introduce and reflect on the

Resuscitation Council, (UK)

guidelines for Basic Life

Support and AED.

Understand the principles of

Basic Life Support and relate

them to your work

environment.

Understand risks to the

rescuer.

Understand and demonstrate

how to manage respiratory

and cardiac arrest.


how to manage a choking

patient.


how to use an automated

external defibrillator (AED).


how to use basic airway

adjuncts Life Support

Information Governance

Covered on Student Induction at

WLMHT

Information Governance – NHS Module completed online

Information Governance Information defined - personal data

Information Governance standards

The Information Governance Toolkit

Appendix 7



Individual Responsibilities

Confidentiality

Data protection

The Freedom of Information Act 2000

Good record keeping

Information security

Moving and Handling

UWL Moving and Handling.docx

Moving and Handling Annual update as per national Guidelines

Moving and Handling

To be able to determine safe

principles of moving and

handling of inanimate and

animate loads

Demonstrate ability in moving

and handling risk assessment

processes in relation to the

multi tasked working

environment

Demonstrate ability in the

assessment, process and

evaluation of moving animate

and inanimate loads using

relevant aids

Identify own learning needs

and how to access expertise

and support.

Health and Safety Equality and Diversity

To be covered by E-Learning





Infection Control

UWL Infection Control.doc

This is taught and practiced throughout the programme commencing with the skills module in year 1. This is discussed in terms of administering injections and managing wounds. This is taught and practiced throughout the programme commencing with the skills module in year 1.

Infection Control/Handwashing

Define what is meant by the term "standard precautions" and discuss why these are important in the context of healthcare

Describe and demonstrate the recommended 6-step handwashing technique and list examples of situations when hand washing should be performed in the healthcare setting

Discuss the use of alcohol based products and demonstrate how alcohol hand preparations can be applied

Identify different types of personal protective equipment used within healthcare and demonstrate the application and removal of a protective apron and non-sterile gloves

Describe methods that should be undertaken to ensure the safe handling and disposal of sharps and list the actions that should be taken in the event of a needlestick injury

Discuss where and how waste should be disposed of within the healthcare setting including clinical waste, household waste and soiled linen

Describe the principles of isolation

nursing and explain the difference



between source isolation and

protective isolation.

Sharps injuries and body fluid exposure

Understand and assess risks

of BFE

Perform Safe Practice

Understand Relevant Legal

Frameworks

Describe Action to take

following a sharps injuries.

Safeguarding Children

The aim of this module is to provide the opportunity to explore the concept of vulnerability and to develop an understanding of the factors which impact on the health of vulnerable people. You will also develop an understanding of the role of multidisciplinary /multiagency care providers in meeting the needs of vulnerable clients. To develop an understanding of the concept of vulnerability and the vulnerable person.

2. To demonstrate an understanding of the importance of flexibility and sensitivity when working with vulnerable clients.

Safeguarding Level 1 – first year/stage; level 2 second year/stage and third year/stage Dementia Tier 1 – first year/stage; tier 2 second year/stage and third year/stage

Safeguarding Children • Discuss signs of concern when

identifying vulnerable children or

young people

• Recognise key guidance and

legislation to support the

protection of children and young

people

• Identify how to report concerns

and seek appropriate advice

• Recognise the potential impact of substance misuse on the wellbeing of a child and young person

• Recognise the potential impact of domestic abuse on the wellbeing of a child and young person

• Recognise the potential impact of substance and domestic abuse on parenting



3. To demonstrate an awareness of working in partnership with multidisciplinary/multiagency teams.

4. Demonstrate an understanding of how to work within legal and professional frameworks and local policies to safeguard and protect people/ vulnerable persons

• Be able to discuss and recognise concerns regarding FGM

• Summarise the interagency

responses to parental behaviour

• Understand the importance of

good record keeping and when to

share information appropriately

Safeguarding Adults

Safeguarding Level 1 – first year/stage; level 2 second year/stage and third year/stage Dementia Tier 1 – first year/stage; tier 2 second year/stage and third year/stage

Safeguarding Adults Recognise patterns and indicators of

adult abuse

Recognise when to raise an alert

(under supervision)

Accurately record information

regarding safeguarding incidents and

subsequent decisions

Understand the principles of

information sharing relating to

safeguarding adults

Apply the principles of the Mental

Capacity Act 2005

Identify each agency's role and

responsibilities [within local policies

and procedures]

Draft reports for strategy meetings

and case conferences

Recognise situations where the

deprivation of liberty standards apply



PSTS/Breakaway Prior Learning accepted if course completed at WLMHT.

To be delivered by WLMHT


5 Day Teamwork




Clinical Risk Training






London Passport Version 17 – May 2015

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Frequency in years 2 1 1 3 3 3 1 3 3 3 3 3 3 3 1 3 3

Length of Course D =Days/ H = Hours 1 D 5 D 1H Up to 3 H

2.5H 3.5 H

1 H 2H 3H 1D 2D 2H 1D 2H 4.5 H

3H 3H

Available via E-learning

Clinical 1 London Bank X X X X X X X X X X X X

Courses attended via University

Remaining courses required at WLMHT prior to joining the Bank

F F F E E E E E E F F E

Bucks New University Students F F SI PL E E SI PL SI F PL PL

Kings College London Students F F SI PL E E SI PL SI F PL PL

University of West London Students PL F SI PL E E SI PL SI F PL PL

F = Face to Face training required

E = eLearning

PL = Prior Learning accepted No need to attend

SI = Student Induction at WLMHT - Student Nurse Induction is 2 days for PG Dip and for BSc it is 5 days and covers, Safeguarding adults and children, Fire, Confidentiality, Care Planning and CPA and RIO.

Leaves 7 face to face days of training for KLC and BNU and 6 days for UWL if students have completed our Breakaway course.

http://www.google.co.uk/url?url=http://globe-views.com/dreams/computer.html&rct=j&frm=1&q=&esrc=s&sa=U&ei=mv8sVa2uL4fdPfu-gZAH&ved=0CBgQ9QEwAQ&sig2=fT2Bqua2khbW_p__suOc7Q&usg=AFQjCNHX8NKqY47uY8cULQXik524goPMRw









Policy I14 First Date of Issue: October 2010 This is current version I14/05April 2018

MONITORING TEMPLATE I14 Corporate Induction

Minimum Requirement to be Monitored

Where described in Policy

WHO (which staff / team / dept)

HOW MONITORED (Audit / process / report / scorecard) - list details

HOW MANY RECORDS (No of records / % records)

FREQUENCY (monthly / quarterly / annual)

REVIEW GROUP (which meeting / committee)

OUTCOME OF REVIEW / ACTION TAKEN (Action plan / escalate to higher meeting)

3.1a) Duties (corporate induction) Section 4 Policy Author at Policy Review N/A 3 yearly TMT

3.1b) Minimum content of corporate induction Appendix 1 & 2 L&D

Report & Scorecard 100% Monthly

HRM Recruitment/Induction Meeting TMT

3.1c) Process for booking all new permanent staff onto corporate induction Section 5

Recruitment Team L&D

Report & Spreadsheet 100% Monthly

Recruitment/Induction Meeting HRMs

3.1d)Timescales for completion of corporate induction

Section 5 Recruitment Team L&D

Report & Spreadsheet 100% Monthly

Recruitment/Induction Meeting HRMs

3.1e) How the organisation records that all new permanent staff complete corporate induction

Section 6 L&D Report & Scorecard

100% Monthly

HRMs Board

3.1f) How the organisation follows up those who do not complete corporate induction

Section 6 Appendix 6

L&D Recruitment Advisor Manager

Report & Scorecard 100% Monthly HRMs Board

3.1g) How the organisation monitors compliance with all of the above


3.2a) Duties (local induction permanent)

Section 4 Policy Author at Policy Review N/A 3 yearly TMT

3.2b) Minimum content of local induction Appendix 3&4

L&D Manager Exchange Report 100% Monthly & Live HRMs Board

3.2c) Timescales for completion of local induction

Section 4.7.3 Section 4.10.2 Section 6.8 Manager Exchange Report 100% Monthly & Live HRMs Board


Policy I14 First Date of Issue: October 2010 This is current version I14/05April 2018

3.2d) How the organisation records that all new temporary staff complete local induction

Section 4.7.9 Section 6.9 Appendix 3 Appendix 4 Appendix 5

Manager Audit

100%

Annually

HRMs Board

3.2e) How the organisation follows up those who do not complete local induction

Section 6 Appendix 3 Appendix 5

L&D Manager

Exchange Report & Scorecard 100% Monthly & Live HRMs Board

3.2f) How the organisation monitors compliance with all of the above.


L&D Managers CSU SMT Board

Live Exchange Reports Scorecard

100%

Monthly & Live CSU SMT HRMs Board

Board

3.3a) Duties (local induction temp) Section 4 Policy Author at Policy Review N/A 3 yearly TMT

3.3b) Minimum content of local induction Appendix 7 Manager Audit 100% Annually HRMs Board

3.3c) Timescales for completion of local induction

Section 4.7.10 Manager

Exchange Report & Scorecard 100% Monthly HRMs Board

3.3d) How the organisation records that all new permanent staff complete local induction

Section 4.7.10 Section 4.10.3 Appendix 7

Manager Exchange Report & Scorecard

100% Monthly

HRMs Board

3.3e) How the organisation follows up those who do not complete local induction

Section 6 Appendix 3 Appendix 7

L&D Senior Managers

Exchange Report & Scorecard 100% Monthly HRMs Board

How the organisation monitors compliance with all of the above

Section 11 Section 4.7.10 Appendix 8

L&D Managers CSU SMT Board

Live Exchange Reports Scorecard

100%

Monthly & Live CSU SMT HRMs Board

Board

policy: i14 induction policy - west london nhs trust · attendance and local induction set up can...

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