INDUCTION TRAINING POLICY
Induction of Staff and Volunteers
As an employer, Nelmes Pre-School has a ‘duty of care’ to our employees. This includes making sure that they are able to do the job both safely and competently.
Our induction policy will help our staff to:
• Establish themselves quickly in their job role, enabling them to understand their position within our Pre-School and working environment.]
• Become motivated to do well and fit into the Pre-School.
• Understand any health and safety issues relating to their job- this will not only help to reduce accidents at work but also help us ensure that we are meeting our duty of care obligations under the health and safety legislation
• Understand their obligations to our children and families
Induction checklist
A member of management will ensure that they are available to welcome the new practitioner and show them around the Pre-School, informing them in more detail of their role and responsibility in the Pre-School.
Personal documentation will be completed:
• Personal details
• Bank details
• P45
• NI number
• Cleared DBS disclosure. A contract will be given detailing:
• Written terms and conditions of employment
• Hours, breaks, method of payment
• Working hours/reporting procedures
• Period of notice
• Sickness / Holiday procedure
• Pension provider
A new starter will be advised where to locate the following and/or provided with a paper copy:
• The latest Ofsted Report
• Our latest newsletter
• Health & Safety Arrangements
• A practitioner handbook- outlining policies and procedures relating to staff.
• A declaration form is included requiring the practitioners to sign that they have read and understood these policies which also include: disciplinary and grievance procedures, fire safety and emergency evacuation procedures, safeguarding, child protection, the Pre-School’s equality policy and health and safety issues.
• A copy of all of the Pre-School’s policies and procedures relating to children and families. Practitioners are required to read and sign a declaration that they have read and understood the policies and procedures and will comply will them. All policies and procedures must be followed whether the member of staff agrees with them or not.
A practical induction will also be given informing the new employee of any relevant information such as the fire procedures/exits and how to prevent the spread infection. There is an induction checklist and the senior manager makes sure that the new practitioner is taken through the process at their own pace.
Assigning a Mentor
An experienced practitioner will be assigned as a mentor to the new employee and is available as someone to approach for support in coming to terms with their new job, information and advice about how to perform in their new role and meet the standards expected of them.
The mentor is uniquely placed to observe the new person’s practice: to pick up and address any failure to behave in accordance with the organisation’s agreed standards of behaviour, policies or procedures and any shortcomings in performance or knowledge, and to contribute to the overall assessment of the new member of staff at the end of their probationary period.
After a week, the senior manager will review the Pre-School’s policies and procedures with the new employee and opportunity will be given for them to ask any questions they may have. The induction process will be used to reinforce and discuss the detail of the Pre-School’s policies and procedures.
Dealing with concerns
A mentor will be in a position to quickly identify any issues to do with the new person’s performance or practice. It is important that any such issues or concerns are discussed with the new person and addressed without delay, particularly where the concerns are about the person’s behaviour in relation to children.
