Understanding common induction
Planning induction for new care/support staff
Information for managers
It is your responsibility to sign off the evidence that the learning outcomes in the CIS have been met by the worker. There are several ways in which managers can assess whether an employee has met the learning outcomes of the CIS:
- Self-evaluation: ask the person to describe how they think they are progressing.
- Observation: direct observation of how the person is performing in their role.
- Feedback: from people who use the service and their close networks as well as colleagues.
- Reflection: ask the person to reflect on an aspect of their work, usually a specific incident, and explain what they learned from it.
- Questions: to test the person’s understanding of a topic in more depth.
- Evidence: of accredited training in a particular area.
Getting the best out of this resource
1. Use the Common Induction standards (CIS) for new staff as part of the wider welcome to your organisation. You can also use it to assess their competence and understanding and to help their further development.
2. Check whether a new member of staff has read and understood your policies and procedures by completing the relevant part of Common Induction with them.
3. Assign a mentor (an experienced member of staff) to offer guidance and support to new staff.
4. Arrange a supervision meeting for new staff with their line manager as soon as they start. Use this to agree a plan for their training and development. This plan must show how your organisation will:
- support them to gain the knowledge and skills to successfully complete their trial period and CIS
- provide any further mandatory or specialist training (e.g. moving and handling, dementia, health and safety)
- provide frequent supervision over the induction period to review progress and offer guidance (including dates of meetings)
- Assess the staff member’s knowledge and understanding against the Standards.
5. Give the new staff member access to copies of:
- your statement of purpose
- your policies and procedures that directly relate to the CIS
- Codes of practice for social care workers (GSCC 2010)
- Skills for Care/Skills for Health Common core principles to support self care: a guide to support implementation (SfC/SfH 2008).
6. Once the line manager has confirmed that the staff member has met the outcomes, sign off the relevant parts of the CIS.
7. Where there are still gaps in the CIS, the staff member and the line manager should work together to identify additional support or learning opportunities necessary to complete the CIS within the required time period (e.g. shadowing staff members, additional training/research, access to further support material.)
8. Read Dignity for care workers. This provides helpful practical examples of how to improve the way you provide care and support.