Explain why induction is important for practitioners, individual and settings.
Induction process is very valuable and of great importance for any early year practitioner, individual or organization. In my opinion this is an ongoing process starting from the advertisement.
a) For practitioners:
The process of Induction is important for the Early birds in the nest so as to help them integrate into their roles in the organization quickly and effectively. They should be familiarized with the campus first. Like cafeteria, restrooms, classrooms, emergency exits etc. After that introduction with her new colleagues, rules and regulations, benefits and facilities that she will enjoy working here will follow next. Necessary trainings in safety and all her questions/ needs should be addressed. Induction is also very important for the new employees to let them know the organizational structure of the work place. The mission vision of the workplace is introduced and they are informed as to what quality drive is expected from them. They are given an opportunity to know where they stand in the crowd. The timetable of the CPDs and school extracurricular activities are handed out to them. They are given documents related to class they are going to start teaching.
b) For individuals:
Induction should not be limited to the new comer only rather it should be executed for the old employees as well. I would like to organize induction process at least twice a year. One before the new session starts in September, because they might need a lot of motivation and enthusiasm after spending 6-8 weeks holidays away from school. This can also be extended to 4-5 days. In this process we can review policies and procedure to refresh their minds and remind them of the goals they have to achieve throughout the year, in case of some policies being altered it’s a good time to share with them and get their opinion. Some new incentives can also be shared to boost up their energy and loyalty with the organization. This is a good time to introduce a new staff if there is any or if any staff member is promoted then he/she can be given induction about the new responsibilities attached with the new position.
c) For organizations:
If the employees are properly inducted then they will work more efficiently and happily for the workplace. The progress of each child will be consistent and improved, as a result parents are happy and a reputation is built and demand of that work place will increase more in market.
Explain the link between induction process, qualifications and progression routes in the sector.
Every workplace wants to ensure that they recruit new teachers that are most suitably skilled and qualified for their jobi This they do by a rigorous recruitment process. Then through a structured induction process the workplace prepares them for a new role and motivates them so that they give their best. This also helps the newbie to develop upon the knowledge and skills they already have. An effective induction helps the new staff to meet the core standards of the work place and provide a foundation for CPDs towards becoming a more effective teacher.
The leader is responsible for selecting mentors for the induction process from the staff depending upon the requirements of the induction process. The mentors should have the skills, expertise and knowledge to coordinate the induction effectively. The observations and notes taken from the induction process states where the new staff is standing and now what skills and abilities should be focused for further development. Thus the progression should continue to give the new staff a chance to enhance their qualifications and skill where they lack.
Analyze the role of the induction process in supporting others to understand the values, principles and agreed ways of working within a work setting
The induction is a planned process which involves various members. The process of induction depends upon how clear and effective your induction policy is. The policy clearly states the role of each member involved in the induction process; and there is a checklist present for each phase. In this way let a newbie join at the beginning of the session or in the mid of the session every newbie is going to enjoy the induction process so that she understands all her duties and responsibilities adhered to the job.
This newbie will learn all the tricks of the trade going on in the organization pretty well including the mission vision and what quality work is expected from her to derive learning and motivation from the students. It is not a one day process it depends the new recruit. If he/she is already an experience teacher then induction for a few weeks are enough but if it’s newly qualified teacher then induction can go as long as 1 term or may be more than that.
However if the new teacher is not being monitored as it should be by the mentor or instead of mentoring the mentor has started dictating than induction process loses its effectiveness. It merely becomes a chit chat session
If the induction is done effectively with the old staff members as well. One of the advantages of the process is that you get to know where your staff stands. The members of your staff are hard working but lacking in some skills or the other, there you can hold different workshops and training sessions by calling the expertise. Also during the session the mission vision, policies new or updated can be explained/refreshed so your team members avoid mistakes and know what you expect from them during their tenure. In this way you can ensure quality education for your students by providing competent staff members.
However this can turn the table over if the policy does not fully cover all areas of induction and that there is no checklist to keep track of the induction progress.
Analyze the role of induction in safeguarding individuals and others with a work setting
One of the aims of the induction process is safeguarding individuals from any harm coming to them. If I were to head the process of induction in my setting then first and foremost I would make sure that I have all the policies updated and required for safeguarding, e.g. fire safety, health and safety, child protection policies etc. I would make sure that each member of my staff undergoes basic child protection and first aid training, to raise awareness that equips them to recognize and respond to child welfare concerns. This training would start soon after a staff is appointed. They would also be induced on how to deal with emergency situations such as fire. I would hold a fake fire alarm schedule so that the staff and the children know how to react in emergency situations.
However, this might not be effective if a large number of staff is present as time can become an issue. But yes if the process is scheduled in batches then this can be overcome.
Once it happened in a classroom a child who was usually active was feeling low and wanted to lie down from time to time. Had not my colleague taken child safety training she would have let him sleep but she quickly responded and dashed to the clinic by the time the child had collapsed in her arms. The Dr. called the parents and the child was taken in an emergency to a nearby hospital. The Doctors praised the teacher for timely help otherwise the child’s condition could have worsened. The parents later on admitted that the child had fever and that they gave him medicine which had a sedative effect.
In the end I would like to conclude that to make induction effective w.r.t. time, money and resources there should be an effective carefully planned induction policy and checklist. This policy should be revised from time to time and should also involve feedback from the staff in order to update and make the policy more effective. The team chosen should be carefully chosen according to their abilities.
However If there is no check list or policies and procedures up to date or not in place or the mentor is not qualified and knowledgeable enough then the induction process will lose its spirit and it can go totally wrong leaving behind a mere chit chat session.