Induction is the first step along a pathway of learning that a new worker undertakes when joining the social care sector or a new organisation and will continue all through their career. It is one of the principal most important processes within the organisation. Staff induction often focuses on the corporate policies, eg: safety, security, anti-discrimination, equality, etc. This is useful information, if not the most interesting to participants. Beyond policies, we also cover practicalities, for example how to carry out common administrative tasks such as completing weekly timesheets, changing address, how to fill out daily diary records for the service users. What information systems exist, we give out company email addresses and team leader/manager telephone numbers. Induction training is very important for new staff.
Good induction training assists with retention of new starters ensuring they are settled in quickly into a productive happy role. This in turn is good for the company staff retention cuts recruitment costs. Induction training offers the opportunity to establish clear expectations from the outset in terms of integrity, ethics and professional social responsibility. The primary importance is to ensure that the individual is working within the guidelines of the law, company’s policies, procedures and values, Safeguarding regulations and Care Quality Commission standards. It is then also extremely important for the service users, it enables staff to know and understand each individual and become familiar with their support plans to ensure that the staff follow a person centred approach to caring for the service users’.
The induction process we provide is based around the Skills for Care Common Induction Standards. These Common Induction Standards have been designed to provide a structured start for workers in the first 12 weeks of employment, which will help ensure that they are then safe to leave alone with responsibility for the people they support. When workers are expected to perform any tasks that are not covered by the standards, appropriate training will be sourced before the work is undertaken. There are eight standards that the induction covers, these are: Standard 1 Role of the health and social care worker
Standard 2 Personal developments
Standard 3 Communicate effectively
Standard 4 Equality and Inclusion
Standard 5 Principles for implementing duty of care
Standard 6 Principles of safeguarding in health and social care
Standard 7 Person-centred support
Standard 8 Health and safety in an adult social care setting.
Each standard contains a number of areas of knowledge that staff need to know about before they can work safely without close supervision. Each area is made up of outcomes which say what exactly you need to know about that area. Once the 12 week induction process is completed the staff will have knowledge of all the standards above and will have reached the desired outcomes of the induction.
As a manager it is my responsibility to arrange for the new staff to learn about the different areas within the standards and that they gain enough knowledge to meet the outcomes for each area. People have different ways of learning, some learn by being told things through, others learn through watching, some through talking things and coming up with ideas and also some learn by actually doing the tasks. Prior to induction a training needs analysis is completed this will identify the best way to facilitate the training needs for each new member of staff. I will then liaise with our training department and arrange for the induction to take place.
We will agree the best way to deliver the training to meet the individual’s needs. This can be done through classroom room based training sessions, reading and completing training booklets and also through shadowing an experienced member of staff who has the knowledge and skills to pass on. During the 12 week induction period the new member of staff will be assessed on their competency to ensure they have understood everything they have learned. These assessments will be carried out by the manager, team leader and/or training manager. Then when the staff member has successfully completed the induction period, the manager in combination with the team leader will sign off the Certificate of Successful Completion.
Once completed staff are encouraged to develop their job role to include new areas of work not covered by the common induction standards. The induction standards provide the basic training necessary for work in social care however as a company we provide further training for the additional tasks not covered through induction. This has been developed through skills for care learning sessions and the training available includes: Acquired Brain Injury – (Introduction)
Asperger’s Syndrome – (Introduction)
Autism Syndrome – (Introduction)
Dementia and Confusion – How to respond
Learning Disability – (Introduction)
Recognising and Managing Conflic
Nutrition in Home Support Services
Empowerment of Service User
The completed induction links in to many of the knowledge requirements for the core units of the diploma in Health and Social Care qualification. Training is encouraged throughout employment to enable the staff member to develop new skills and knowledge and open up further career options. This supports and promotes professional development that will be beneficial to both the organisation and the staff member, ensuring that we are working in line with current best practice and guidelines. Effective induction can assist staff who want to move from one type of social care provision to another, or who are starting work with a different service user group, as they will have new things to learn so that they can understand how their practice may need to be adapted to the changed circumstances. The knowledge and skills training sessions can provide the learning necessary for workers to make a successful transition into a different part of the social care sector.
Successful completion of induction ensures staff meet the General Social Care Council (GSCC) code of practice for social care workers, which describes the standards of professional conduct and practice required of social care workers as they go about their daily work. As an employer AllCare has to adhere to a code of practice which includes their duty to establish a competent workforce. Ensuring staff successfully complete their induction is a part of this. The Common Induction Standards have been designed to help make sure that organisations can provide a quality service for the individuals’ we support, and that includes making sure new staff are safe to leave alone in the workplace to carry out their role and responsibilities. We centre on the mission that, our company will provide a safe environment for both staff and service users.
We focus on safeguard and promote the welfare of the service users in our care, in compliance with Trafford multi-agency Safeguarding Adults Policy and Procedures and the publication of the ‘No Secrets’ guidance by the Department of Health in 2000. This guidance stipulates that all local partner agencies should work together to prevent, detect and investigate concerns about possible adult abuse. The role of induction training with regard to safeguarding is to help develop and foster a shared understanding of the tasks, processes, principles, and roles and responsibilities outlined in national guidance and local arrangements for safeguarding vulnerable adults and promoting their welfare.
Induction teaches how to recognise and act on signs of abuse and neglect, risk assessments and the making and management of referrals, ensuring that our staffs are competent and confident in carrying out their responsibilities for safeguarding and promoting service users’ welfare. All staffs are provided with this information during induction via our employee handbook.
University/College: University of California
Type of paper: Thesis/Dissertation Chapter
Date: 27 September 2016
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