DOCUMENT CONTROL:

Version: 5

Ratified by: Corporate Policy Panel

Date ratified: 2 August 2018

Name of originator/author: Lead Learning and Development Facilitator

Name of responsible committee/individual:

People Focused Care Group Meeting

Date issued: 17 August 2018

Review date: August 2021

Target Audience All staff with responsibilities associated with local service and corporate induction of permanent and temporary staff

Corporate and Local Service

Induction Policy

Page 2 of 22

CONTENTS

SECTION PAGE

1 INTRODUCTION 3

2 PURPOSE 3

2.1 Definitions/Explanation of Terms Used 4

3 SCOPE 4

4. RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES 5

4.1 Trust Responsibilities 5

4.2 Executive Director of Workforce and Organisational Development 5

4.3 Head of Education 5

4.4 Learning and Development Administration Team 6

4.5 Medical Directorate Manager 6

4.6 Director of Corporate Assurance/Board Secretary 6

4.7 Bank Co-ordinator 7

4.8 Line Managers 7

4.9 Employees and Other Staff Contracted into the Organisation 7

5. PROCEDURE/IMPLEMENTATION 8

5.1 Pre-employment 8

5.2 First Day in Post 8

5.3 Corporate Induction Day 9

5.4 Induction Manual and Level 1 Training Leaflets 9

5.5 Booking Process 9

5.6 Monitoring Completion of Corporate Induction 9

5.7 Continuous Review 10

6 TRAINING IMPLICATIONS 10

7 MONITORING ARRANGEMENTS 10

8. EQUALITY IMPACT ASSESSMENT SCREENING 11

8.1 Privacy, Dignity and Respect 11

8.2 Mental Capacity Act 11

9 LINKS TO OTHER ASSOCIATED DOCUMENTS 11

10 REFERENCES 12

11. APPENDICES 12

Appendix A – Corporate Induction Timetable 13

Appendix B – Corporate Induction Manual – Level 1 Training Leaflets 14

Appendix C – Local Induction Programme/Checklist 15

Appendix D – Induction Flow Chart 22

Page 3 of 22

1. INTRODUCTION Rotherham Doncaster and South Humber NHS Foundation Trust (RDaSH) is committed to employee development and recognises the importance of the induction process to support individuals in adapting quickly and effectively to their new roles and thereby making a contribution to the delivery of excellent patient care. The overall aim of the policy is to ensure that all new staff employed by the Trust are welcomed and receive consistent messages about the Trust’s mission, values, strategic objectives, policies and procedures. Local service induction aims to ensure that new starters are integrated into their team as smoothly as possible, ensuring an understanding of their job, local policies and procedures. Corporate induction takes place on a monthly basis and is fundamental in setting standards and influencing patterns of behaviour for the future. It is also an important way of helping new staff understand the services provided throughout the Trust and the relationships between different parts of the organisation, and with partner organisations, in delivering these services. It is mandatory for all new permanent staff to attend corporate induction within 8 weeks of their start date with the Trust. It is the responsibility of the line manager to ensure that all new staff, including temporary, locum, fixed term and voluntary staff receive a local service induction as soon as they start in post. This policy sets out the framework within which induction will be provided.

2. PURPOSE

This policy refers to both corporate and local service induction and sets a clear time frame and standards for both the corporate and local service induction. The purpose of this policy is to;

Provide information that supports and assures the appropriate and effective induction of all types of staff that work within the Trust

Identify the topics that are covered within corporate induction and the associated mandatory and statutory training provision processes in place to deliver appropriately trained staff to their workplaces as quickly as possible after their start date

Provide a standard template for the local service induction of staff that ensures that key local information is shared with new starters

Page 4 of 22

Set out the roles and responsibilities in respect of corporate and local induction procedures.

Set out the arrangements for ensuring relevant employees attend corporate induction and assuring that local induction is being carried out in an appropriate and timely way

2.1 Definitions/Explanation of Terms Used

Induction policy-definitions

Permanent staff – All staff directly employed by a permanent contract of employment

Fixed term/temporary staff – Those who are employed by the organisation in a specific role for a time limited period

Locum staff -another member of the same profession

Agency staff - someone supplied by a business, or other organisation, providing a specific service e.g. an employment agency, private companies which supply nursing staff to Trusts

Bank staff - A pool of staff within the Trust who wish to work additional hours or are Trust employees who work solely through the Bank

Volunteers - Volunteers are people who come of their own volition, in their own time to undertake work within the Trust and who do not receive any financial benefit

Work Experience Placements – all types of students who are performing work within the Trust as part of their programme of study or in preparation for the transition from education to the workplace

3. SCOPE

All staff working within the Trust are required to meet the mandatory and statutory training requirement identified for the role and work area. The management discretion referred to within section 3 relates to the information session that is delivered during the first half day of Corporate Induction week. A local induction is mandatory for all individuals who work for the Trust.

Corporate induction is mandatory for all newly appointed permanent staff on a substantive contract and all bank staff

Staff returning to the Trust after a career break or absence of 12 months or more are required to attend Corporate induction within 8 weeks of their

Page 5 of 22

return.

Staff changing their role within the Trust are not required to attend Corporate Induction

Non-Executive Directors/Governors - although technically not employees of the Trust, Non-Executive Directors/Governors should attend the Corporate Induction.

Fixed term/temporary staff and Locum staff – Corporate induction is not mandatory for these staff if they are contracted to work with the Trust for less than 3 months. This staff group can attend Corporate induction at the discretion of their line manager

Agency staff are not required to attend corporate induction

Junior Doctor’s induction will be arranged separately to coincide with the commencement of the junior doctor’s rotation every six months

Volunteers will follow the processes set out for induction, by either attending the afternoon session of the Trust Induction day or utilizing the comprehensive Trust Induction booklet with the Responsible managers( of the service in which they are volunteering) allowing them to complete level 1 training appropriate to the area in which they volunteer.

Work experience placements are not required to attend corporate induction

4. RESPONSIBILITIES, ACCOUNTABILITIES AND DUTIES

4.1 Trust Responsibilities

The Board of Directors delegates to the Chief Executive responsibility for the effective implementation of this policy.

4.2 Executive Director of Workforce and Organisational Development

The Executive Director has delegated responsibilities for the effective implementation of this policy.

4.3 Head of Education

The Head of Education is responsible for the organisation of the Corporate Induction Day

4.3.1 Ensuring that a Corporate Induction Programme is in place applicable to all staff irrespective of background or grade and that reasonable adjustments are made to support attendees with disability or non-standard requirements

4.3.2 Quality assurance of the induction process as a whole, undertaking such

checks as may be necessary to satisfy the Board of Directors that the complementary system of corporate and local service induction is comprehensive and operating effectively in achieving this policy’s aims.

4.3.3. Keeping the induction process under review and updating it as the need

arises.

Page 6 of 22

4.3.4 Identifying a method through which the opinion of those separately participating and delivering the induction process is gathered to inform an on-going review of the impact and effectiveness of the programme.

4.3.5. Reporting attendance to the People Focused Care Group meeting on a

quarterly basis. 4.4 Learning and Development Administration Team

The Learning and Development Administration Team will monitor attendance and maintain records via the Electronic Staff Record / Oracle Learning Management System (ESR/OLM)

A copy of the Corporate Induction letter will be sent to the individual member of staff and the Line manager. If a member of staff does not attend the planned Corporate Induction Day, the Learning and Development Administration Team will:

Contact the work area by telephone as soon as possible to inform the

appointing officer/line manager of lack of attendance.

If unable to contact by phone, an email will be sent for information/action to the line manager/appointing officer.

The individual will be included in the following months Induction

Programme.

If a member of staff fails to attend on 2 occasions, they will be re booked onto the next month’s Induction and their names will be escalated to the Head of Education to follow up with the relevant service manager for action.

4.5 Medical Directorate Manager

The Medical Directorate Manager is responsible for;

4.5.1 Co-ordinating the Junior Doctor’s Induction which will be arranged separately to coincide with the commencement of the Junior Doctor’s rotation every six months

4.5.2 These arrangements will cover both corporate and local departmental

Induction. 4.5.3 Maintaining records of attendance and any follow up required. 4.6 Director of Corporate Assurance/ Board Secretary

The Head of corporate assurance/Board Secretary in conjunction with the Head of Education will be responsible for developing and monitoring an appropriate induction programme for Non-Executive Directors and Governors.

Page 7 of 22

4.7 Bank Co-ordinator The Bank Co-ordinator is responsible for booking new bank staff onto corporate induction.

4.8 Line Managers

4.8.1 It is the line manager’s responsibility to enable each new member of staff

to contribute effectively to the delivery of Trust services as soon as possible and to plan and assure the local service induction process.

4.8.2 To do this, l ine managers will help new staff to understand what is

expected of them in their new job, introduce them to the relevant local and Trust-wide issues at the most appropriate times. In addition, line managers will ensure that new staff receive all the information and training required to maximise their skills and will fully support them throughout this initial learning process.

4.8.3 All new substantive employees and those returning to the organisation

following a period of time exceeding 12 months in duration will be booked onto the Corporate Induction Programme by the line manager by contacting the Learning and Development Administration Team. They will attend the whole programme for new starters or any appropriate element, based on a reasonable assessment if returning to the organisation.

4.8.4. Attendance is compulsory, the line manager will ensure the process for

authorisation and support is implemented for staff to attend. 4.8.5 The line manager will ensure that attendance is re-scheduled where the

member of staff is not able to attend as originally planned. 4.8.6. The line manager will take responsibility to ensure all aspects of the corporate

and local service induction are achieved and be completed within 8 weeks of the employees start date

4.8.7 A copy of the local service induction record will be filed electronically or on

paper in the employees personal file and made available for audit as required 4.9 Employees and other staff contracted to work for the organisation 4.9.1 New staff and/or a specific Department/Team have a responsibility to

engage fully in the corporate and local Induction process to support the appointee to become an effective member of the Trust’s workforce.

4.9.2. Each person should contribute to the planning and progress of their own local

service induction programme by taking the initiative and communicating clearly to their line manager any training or information needs which become apparent throughout their induction period.

Page 8 of 22

5. PROCEDURE/IMPLEMENTATION

There are a number of key phases involved in the Trust’s induction process, each with important issues to address. See below;

5.1 Pre-Employment

It is important that, from the first moment a person contacts the Trust, they begin to form a positive impression and fee l we lcomed and va lued . Creating such an impression is a responsibility shared by a number of Trust staff, however once an appointment decision has been made, it is the line managers responsibility to book a place on corporate induction for the new member of staff as soon as possible and plan the local service induction, including information that both parties require before the start of the new job. A Local Induction Programme and checklist has been produced (Appendix C) to support the line managers with this process.

5.2 First Day in Post

If the new member of staff has a start date that coincides with the provision of corporate induction, the individual should attend corporate induction, and appropriate mandatory and statutory training on their first working day / week in the Trust. In these circumstances the local service induction should start on the individuals first day in the workplace. Where the new member of staff has a start date that does not coincide with the provision of corporate induction, the individual should be welcomed by their new line manager and the local service induction process should commence on this date. Attendance at corporate induction should be planned to take place as soon as possible after the individuals first day in post.

It is important to meet new colleagues and to have the opportunity to familiarise themselves with the immediate environment. The local induction programme will be agreed in the new starters area of work and will depend upon the individuals job role

The line manager will take responsibility to ensure all aspects of the corporate and local service induction are achieved and the completed within 8 weeks of the employees start date. A copy of the local service induction programme must be filed in the individual’s personal file and made available for audit as required.

New starters registered with a professional body and who are new to the organisation or new to role will be enrolled onto the preceptorship programme

New starters in non-registered clinical roles who have not already completed the Care Certificate or equivalent qualification will be enrolled for this programme

Page 9 of 22

The line manager must ensure staff understand the mandatory and statutory training requirements of their role and receive the required training relevant to this job role.

5.3 Corporate Induction Day

An outline of the Corporate Trust Induction Programme is provided in Appendix A. All new employees will attend on the first corporate induction day following employment unless exceptional circumstances with the exception of those categories of staff identified in section 2 of this policy. Where exceptional circumstances are present alternative arrangements must be agreed by the individuals Head of Service and The Head of Education In addition to the corporate induction day, new staff who have mandatory and statutory training needs in addition to the core requirements for all staff will be offered a programme of training in the 4 days following corporate induction. This programme includes the management of workplace violence, personal safety, immediate life support or community life support and back care induction for people handlers. The intention is to ensure after the first week of induction new starters are equipped with skills to ensure their own safety and that of our patient/ service users. The learning and development administration team will offer these options to the line manager dependant on job role and area of practice.

5.4 Induction Manual and Level 1 Training Leaflets

All staff attending corporate Induction will be provided with an induction manual which includes the level 1 training leaflets listed in Appendix B. Staff must be provided with time during their induction process to read these leaflets to ensure that they have the required knowledge to work safely in their new role.

5.5 Booking Process

All new substantive employees will be booked onto the Corporate Induction Day by the line manager contacting the Learning and Development Administration Team. For all other groups see under special arrangements. Attendance is mandatory. Line Managers will ensure the process for authorisation and support is implemented for staff to attend.

5.6 Monitoring Completion of Corporate Induction The Learning and Development Administration Team will monitor attendance and maintain records via the Electronic Staff Record / Oracle Learning Management System (ESR/OLM).

Page 10 of 22

5.7 Continuous Review The length of the local induction process will differ for each individual dependant on their role within the Trust. The process should be concluded within an 8 week period. A review of their mandatory and statutory training will be undertaken at their first formal performance and development review or appraisal six months following appointment. At this point individual objectives and a personal development plan will be discussed and agreed. Any residual issues which need to be addressed within the induction process will be identified at this time.

6. TRAINING IMPLICATIONS

Staff requiring

training

How often should this be undertaken

Length of training

Delivery method

Training delivered by whom

Where are the records of attendance held?

Line Managers

100 1 hour Awareness/ briefing on procedural aspects of policy to be given on appointment to the role

As a stand-alone session or as part of newly appointed Manager’s induction by a member of the Learning and Development Service

Oracle Learning Management System (OLM) as part of the Electronic staff record system (ESR)

All New Staff

Once on Appointment or an absence from the organisation of a period exceeding 12 months

As per Programme

Monthly Corporate Induction Day

Local induction programme

As per Programme

In line with the policy outlined above

Oracle Learning Management System (OLM) as part of the Electronic staff record system (ESR)

7. MONITORING ARRANGEMENTS

Area for Monitoring

How Responsibility Frequency Reported to

Attendance at Corporate Induction Day

Confirmation of attendance and attendance register

Line Manager / Head of Education

Monthly Individual Care Groups & Directorates

Non Attendance at Corporate Induction Day

Assertive follow up using the monitoring system described within the policy

Head of Education Monthly Individual Care Groups & Directorates

Impact of Corporate Induction Day

Measured through the evaluation forms issued to each

Head of Education Monthly Feedback reported to all the

Subject matter

Page 11 of 22

Area for Monitoring

How Responsibility Frequency Reported to

participant and actions as required

experts

Head of Education

Overall scope, quality assurance and efficiency of the Induction process and Corporate Induction Day

Quality Committee and Head of Education

Quality Committee and Head of Education

Annually RDaSH Board of Directors

8. EQUALITY IMPACT ASSESSMENT SCREENING

The completed Equality Impact Assessment for this Policy has been published on the Trust website.

8.1 Privacy, Dignity and Respect

The NHS Constitution states that all patients should feel that their privacy and dignity are respected while they are in hospital. High Quality Care for All (2008), Lord Darzi’s review of the NHS, identifies the need to organise care around the individual, ‘not just clinically but in terms of dignity and respect’. As a consequence the Trust is required to articulate its intent to deliver care with privacy and dignity that treats all service users with respect. Therefore, all procedural documents will be considered, if relevant, to reflect the requirement to treat everyone with privacy, dignity and respect, (when appropriate this should also include how same sex accommodation is provided).

No issues have been identified in relation to this policy.

8.2 Mental Capacity Act

Central to any aspect of care delivered to adults and young people aged 16 years or over will be the consideration of the individuals capacity to participate in the decision making process. Consequently, no intervention should be carried out without either the individuals informed consent, or the powers included in a legal framework, or by order of the Court Therefore, the Trust is required to make sure that all staff working with individuals who use our service are familiar with the provisions within the Mental Capacity Act. For this reason all procedural documents will be considered, if relevant to reflect the provisions of the Mental Capacity Act 2005 to ensure that the interests of an individual whose capacity is in question can continue to make as many decisions for themselves as possible.

Indicate How This Will Be Achieved.

All individuals involved in the implementation of this policy should do so in accordance with the Guiding Principles of the Mental Capacity Act 2005. (Section 1)

9. LINKS TO OTHER TRUST PROCEDURAL DOCUMENTS

Appointment of Staff Policy

Page 12 of 22

Bullying and Harassment Policy

Fire Safety Policy

Healthy Workplaces: Staff Support and Stress at Work Policy

Infection Prevention and Control Policy

Mandatory and Statutory Training Policy

Prevention and Management of Work Related Violence (PMVA) Policy

Records Management Policy – Lifecycle of Clinical and Corporate Records

Safeguarding Adults Policy

Safeguarding Children Policy

Safer Manual Handling Policy

Security Policy

Serious Incidents (SI’s) Policy

Volunteers’ Policy This is not an exclusive list of related procedural documents. Please use the link below to view the Trust policy page on the intranet. http://www.rdash.nhs.uk/category/publications/policies/

10. REFERENCES

Department of Health. (2004). Introduction to Today’s NHS: NHS Corporate Induction Programme. London: Department of Health. Available at: www.dh.gov.uk

Department of Health (2007). Mental Health Policy Implementation Guide: A Learning Development Toolkit for the whole of the Mental Health workforce across both Health and Social care. London: Department of Health. Available at www.dh.gov.uk

NHS Employers. (2008). Staff Induction Packs. Available at: www.nhsemployers.org

NHS Employers and Department of Health. (2004). Guidelines for NHS Employers: Induction Programmes for Consultants and GPs Recruited From Abroad. London: Department of Health. Available at: www.gov.uk

11. APPENDICES

Page 13 of 22

Appendix A

Trust Corporate Induction Timetable

On arrival to our Corporate Trust Induction you will be greeted by the Learning and Development staff, who will ask you to sign on our register and show your ID badge, if you don’t have an ID badge you will be asked to have a photo taken (clinical staff must wear uniform for photograph).

Time Topic

08:45 Arrival

Market Stalls

Safeguarding

Care Certificate/Preceptorship

Infection Prevention and Control

Unions

I.T

HR/Health & Wellbeing

09:00 Welcome and Housekeeping

09:10 Chief Executive – Kathryn Singh

09:30 Human Resources and Staff Benefits

10:30 BREAK (Chance to re visit the Market Stalls)

11:00 Patient/Service User/Carer Experience Feedback

12:00 LUNCH

12:45 Brief for afternoon

13:00 Fire

Data Security

Health Safety

Security

Equality and Diversity

BREAK (15MINS)

16:15 Evaluation

16:30 End of day

Page 14 of 22

Appendix B

Training Topics completed as part of the Corporate Induction Manual

Method Training Topics Covered

Corporate Induction Manual

Preventing Slips Trips and Falls Basic Awareness Level 1

Domestic Abuse Awareness

Safeguarding Children and Adults Level 1

Hand Hygiene Information Booklet for Staff

Mental Capacity Act Information

Safeguarding children and adults (level 1 and 2) Prevent

Counter fraud workbook

...…………………………………………….(Signature) …………………………Date

Page 15 of 22

Appendix C

Local Service Induction Checklist

ROTHERHAM, DONCASTER AND SOUTH HUMBER NHS FOUNDATION TRUST INDUCTEE: START DATE: INDUCTOR: CARE GROUP / DIRECTORATE: PLACE OF WORK: CONTACT NUMBER:

Page 16 of 22

INDUCTION SUBJECTS INDUCTOR

Please Tick

NOTES

SECTION 1

Health & Safety & Clinical Risk Management

Local fire procedures

- Point out fire procedure notices

- Location of fire alarms/fire doors/appliances

- Explain action on hearing alarm

- Means of escape

- Fire assembly point

Fire Marshall

All staff who have completed their Fire Training are qualified to act as Fire Marshalls in the event of a fire

First Aid

- Name of First Aider

- Location of First Aid box

Accident/Incident Reporting

- Explain procedure for reporting accidents/incidents

Manual Handling (Locally)

- Advise that must not lift until trained

- Explain Manual Handling Policy

- Give name of manual handling trainer/local key trainer

Use of equipment and medical devices training

- Explain training arrangements for all relevant pieces of equipment

- Explain arrangements for checking competence

Personal Protective Equipment

- Advise what equipment should be worn/used

- Issue or advise how to obtain it

Infection Prevention & Control (For all staff)

- Awareness of policies and location

- You will have received and read your hand hygiene for staff booklet issued at induction

- Allocate time for inductee to read policies

- Give date for further meeting to discuss and test comprehension………………………………………….

Waste and Sharps Disposal

- Refer to policies

- Allocate time for inductee to read policies

- Give date for further meeting to discuss and test comprehension…………………………………………..

Clinical Risk

- Explain the Trust’s culture of reporting

- Explain the relationship between reporting and disciplinary action

- How to obtain valid consent

- How to raise concerns about another’s practice

Hot Water (safe temperatures)

- Advise of safe temperatures for bath, shower, bidet

Team Business Continuity Plan

- Location of plan in hard copy and electronic format

- Give a brief overview of contents and responsibilities

- Ensure new staff details are added to staff contacts section

- New team member is aware of the requirement to follow directions enclosed in plan in the event of a business continuity incident.

Signature of Inductor:……………………. Signature of Inductee:………………………...

Page 17 of 22

INDUCTION SUBJECTS INDUCTOR Please Tick

NOTES

SECTION 2

Personal Information/Conditions of Employment Birth Certificate/National Insurance Number / Registration Ensure checked prior to employment or contact

Identity Badge Explain procedure on Identity Badges

Uniform/dress code Advise what is expected Inform how to obtain Location of changing facilities

Personal Property Security Personal responsibility Ensuring security of personal property

Hours of Work Confirm start and finish times Advise of break times Explain rostering system Explain e-bank processes as applicable

Time Sheets Explain usage Location of forms

Sickness Who to ring When to ring

Annual leave Explain procedure for booking Notify entitlement

Corporate Induction Confirm date of attendance ………………………………………

Car parking Location of car parks Security of car parks

Ward/department geography Toilets Locations

Site geography Catering facilities Location/opening times/vending

Site maps Identify relevant areas from maps

Roles and Responsibilities Departmental introductions Meet key colleagues Identify responsibilities

Policies and Procedures Manuals/Files Advise on location of files Allocate time for inductee to view/read as appropriate

Confidentiality Explain code of practice for area

Page 18 of 22

Communications Telephone systems Give list of useful telephone numbers including emergency numbers Explain policy on personal calls Answering the telephone Give handout on use of telephone system (e.g. transferring of calls)

IT Systems

Other departmental subject (please list)

I confirm that I have carried out first day induction as above. *

INDUCTOR …………………………….…(Signature)……………………………. DATE *Please indicate below any subjects which have not been covered and give the reason. ……………………………………………………………………………… I confirm that an induction meeting took place today. The above items were fully explained to me and I was encouraged to ask questions. INDUCTEE ………………………….…….(Signature)…………………………………. DATE

Page 19 of 22

INDUCTION CHECKLIST FOR FIRST WEEK/MONTH OF EMPLOYMENT

INDUCTION SUBJECT INDUCTOR

Please Tick

NOTES

1. PERSONAL INFORMATION/CONDITIONS OF EMPLOYMENT

SALARY/PAYMENT

Payment of salaries

Pay and pension queries

Claim forms

Salary progression

AUTHORISED LEAVE Statutory holidays

Special leave

Maternity leave, partner/paternity, adoption leave

Paid and unpaid leave

PERSONAL AND PERFORMANCE DEVELOPMENT REVIEW (PDR)

PDR arrangements

REVIEW OF PERFORMANCE AND OBJECTIVE SETTING

PERSONAL DEVELOPMENT & TRAINING

Learning and development

Study leave

INITIAL TRAINIG NEEDS

SICKNESS ABSENCE

Sick leave/sick pay

2. WARD/DEPARTMENTAL AND TRUST INFORMATION

WHAT IS REQUIRED OF STAFF

Timekeeping

Customers/service users

Dealing with complaints

COMPUTER SYSTEM

CARE GROUP/DIRECTORATE STRUCTURE

Key issues/direction/strategy

WARD/DEPARTMENT ITSELF

Key roles and responsibilities

OTHER WARDS/DEPARTMENTS

Useful contacts

HR contacts/ location

Programme of meeting people

Locations/tour of the sites

TRUST

Trust Board

Care Group / Directorate Staffing

3. COMMUNICATION

Data Protection

Internal telephone directory

Using the telephone systems

Ward/Departmental Meetings

Notice Boards

Trust Communications

Page 20 of 22

4. FIRE, SECURITY, HEALTH & SAFETY, CLINICAL RISK MANAGEMENT

SECURITY

Personal safety

Ward/departmental security

Security of patients’ property

Difficult or violent situations

SAFE WORKING PRACTICES

Health & Safety at Work Act

Safety Representative

Manual Handling

Fluid Contact

Sharps Injuries

Food Hygiene

Display Screens

COSHH

HEALTH AND SAFETY

REPORTING FAULTS

EMERGENCY PROCEDURE

CARDIO PULMONARY RESUSCITATION

5. FACILITIES AND SERVICES

DAY NURSERY

Hours/cost/location

TRANSPORT

Taxis

STAFF HEALTH

Occupational Health

STAFF SUPPORT

Staff Counselling

Occupational Health

Speak Up Guardians

Change Management Policy

6. INFECTION PREVENTION & CONTROL FOR CLINICAL STAFF

HAND HYGIENE

Undertake hand hygiene practical assessment by Infection Prevention and Control Link Champion within your working area

Page 21 of 22

I confirm that the first week and first month induction has been carried out as above. INDUCTOR ………………………….………………………….(Name in Capitals) ………………………………..(Signature) …………………………Date I confirm that the first week and first month induction has been carried out. The above items were fully explained to me and I was encouraged to ask questions. INDUCTEE ………………………………………..(Signature) …………………………Date I confirm that the Local Induction has been carried out for ……………………………………………………(Name of Inductee) By ………………………….………………………….(Name in Capitals) …………………………………………………….Department ………………………………..(Signature) …………………………Date

Page 22 of 22