There is a lot of recruitment at the moment in the childcare sector so we thought we would highlight some points on induction.
An effective induction programme can be a great motivator and in turn provide useful, key information to the new employee. This has the benefit to you the employer as the employee ‘finds their feet’ quickly, understands the ethos and how things work in your service. It gives you an opportunity to set out how your systems work, how you engage with the children and parents of the children in your service and the value and importance of team work and clear communication. Research indicates that effective employee induction programmes helps employees to become part of the service and encourages commitment.
Ideally employers should set out the induction programme to new employees on the first day of work. An induction process is a way to introduce your new member of staff into the workplace. The induction process should be clear and detailed allowing the new member of staff time to fully absorb the day to day running of the setting and have a clear understanding of their role and responsibilities.
Even if you don’t have any new staff commencing work you can use some of the elements to do a ‘re-orientation’ session with your staff team. Consider some of the following to include in your programme:
- A description of who is who in the service
- Tour of the building and introduce the new member of staff to other colleagues
- Introduce the employee to the children and parents
- Carry out any relevant paperwork e.g. bank details, emergency contact details etc
- Discuss their role and responsibilities within the service
- Discuss their job description so they know what is fully expected of them
- Confirm the member of staff that the new member can shadow or be their point of contact if they have any questions over the first few weeks [if relevant]
- Discuss the childcare policies and procedures
- Outline the key policies for initial review and sign off and plan the review and sign off of the remaining childcare policy documents over the first couple of weeks [e.g four weeks] of the employment.
- Ensure the employee knows the relevant officers e.g. designated child protection liaison person, fire officer, first aid officer, etc.
- Ensure that the employee is familiar with child protection procedures
- Explain relevant Health and Safety information
- fire drill procedures and inform the new member of staff where the fire equipment and first aid box is located
- Accidents and incidents
- Administration of medicine
- Explain how the various forms need to be filled in for example – daily risk assessment, cleaning schedules, sleep records, administration of medication, accidents and incidents, etc.
Don’t forget to get ‘sign off’ and date for each section of the induction programme, when completed place in the employees personnel file.
A successful induction process will make the new member of staff feel valued and integrate more quickly and effectively in the workforce. Employers should ensure that all new staff are given an appropriate induction and induction period. A similar approach can be taken for employees returning from long term sick leave and statutory leave such as maternity, adoptive or carers leave where they have been absent from the workforce for sometime.
