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Induction policy

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Policy owner: People consultant
Corporate lead: Director of people
Date approved by Joint Negotiating Consultative Forum(JNCF): 12 November 2025
Date ratified by Trust Leadership team: 17 December 2025
Date issued: 26 January 2026
Next review date: February 2029

Executive summary

This policy sets out Leeds Community Healthcare (LCH) NHS Trust’s corporate and local induction requirements and covers all staff employed by the trust and extends to bank staff, volunteers, secondees into the trust, honorary contract holders, agency and independent contractors. The specific roles and responsibilities for implementation and monitoring of this policy are also identified.

Corporate and local induction is designed to give all new staff the best possible start in their new role and provides a sound understanding of all organisational systems, structures, standards and procedures to enable them to settle in quickly and become a valuable and effective member of the team. The Corporate and Local inductions will also provide information regarding the trust’s vision, values and strategic objectives which are underpinned by the trust’s behaviours, known as How We Work (HWW).

The policy will be reviewed as a minimum within three years of approval or sooner if amendments are required due to changes in legislation or organisational need.

Equality analysis

Leeds Community Healthcare NHS Trust’s vision is to provide the best possible care to every community. In support of the vision, with due regard to the Equality Act 2010 General Duty aims, Equality Analysis has been undertaken on this policy and any outcomes have been considered in the development of this policy.

1. Introduction

This policy must be viewed in the context of the trust’s strategic objectives, vision, values and behaviours (How We Work) and in conjunction with the individual job role.

The trust supports the current Government’s philosophy that lifelong learning and development are key to delivering the NHS vision of patient centred care. As such the Trust is committed to equipping staff with the necessary skills required to undertake their roles competently and confidently. In turn, staff must take responsibility for developing these skills and participating in the lifelong learning process.

It is mandatory for all staff employed by Leeds Community Healthcare NHS Trust (trust) to attend the comprehensive corporate induction (within 8 weeks of commencement of employment) and to participate in their local induction (from day one). This two–pronged approach introduces them to the organisation and their department, unit or team.

Corporate induction takes place on a monthly basis and continues the employment relationship between the trust and its staff and is fundamental in setting standards and influencing patterns of behaviour for the future. This is recognised as an invaluable way of ensuring that new staff know and understand the values of the organisation and the part they play in upholding these in the work they do. It is also an important way of helping new staff understand the services provided throughout the trust and the relationships between different parts of the organisation in delivering these.

It is the responsibility of the line manager to ensure that each new employee receives a local induction as soon as they start in the post.

For those staff employed via agency, independent contractors and honorary contract holders it is not mandatory for them to attend the corporate induction programme. However, they must participate in the local induction process, specifically designed for them.

It is mandatory for all staff to complete the Information Governance training on the day they join the Trust and this must be reviewed yearly.

The roles and responsibilities and process for implementation and monitoring of this Policy are detailed within the Policy, with reference to Appendices as appropriate.

2. Aims and objectives

This Policy refers to both corporate and local service induction for staff. The Policy sets a clear time frame within which both the corporate and local service induction should be completed.

The overall aim of the induction process is to:

establish a framework for a planned and structured, staff-centred approach to induction ensuring new staff access relevant information and develop core knowledge and skills in a timely way
enable new staff to work confidently and safely in their role as swiftly as possible
ensure new members of staff are able to understand the organisation’s aims and values and the standards of behaviour and performance the trust expects of them in fulfilling their role within the trust
ensure the process of enabling employees to maximise their potential and so minimise the risk of staff leaving the organisation in the early stages of employment due to poor orientation or induction
ensure the trust meets its legal obligations by providing new members of staff with relevant information
provide members of staff with an opportunity to identify and resolve at an early stage any concerns, issues or queries they may have relating to their employment.

3. Definitions

Corporate induction is a process through which a new employee is integrated into the trust, learning about its corporate culture, vision and values, policies and procedures and the specific practicalities of their role.

Local induction is a process led by the service and undertaken by the manager. This process is supported by the local induction checklist and provides relevant information to the new employee to integrate them into the service and team.

All staff employed includes those on permanent or temporary contracts, full time, part time and provisions of this policy extends to bank staff, volunteers and secondees into the trust.

Agency and independent contractors or honorary contract holders are identified as staff not employed by the trust.

4. Responsibilities

Chief executive and directors will ensure:

robust arrangements are in place for all staff to be effectively inducted both corporately and locally
effective reporting mechanisms are in place to ensure compliance to the board.

The director of workforce is expected to:

ensure the implementation of this policy throughout the trust and evaluate its effectiveness on an annual basis, ensuring it is up-to-date and making necessary changes on behalf of the chief executive
inform the workforce development function of any policy changes which may change needs for statutory, mandatory, corporate training provision.
lead the process for ratifying new or amended policies or procedures in this respect
ensure the provision of adequate resources to enable the effective implementation of this policy.

Managers are expected to:

ensure appropriate preparation takes place in advance of a new member of staff starting in the workplace
identify protected time within their diaries to provide a quality and informative induction
ensure all new employees commence the local induction checklist and activities, detailed in the local induction checklist, from day one and to be completed by the end of the first month and retained in local personal file (appendix A)
schedule a three month follow up discussion to ensure compliance with local induction
provide information on the starter form to workforce information to confirm local induction has taken place
ensure that all new staff are familiar with and updated on policies/procedures and guidelines specific to their role and the area in which they are employed
ensure all staff are provided with protected time to attend any identified induction requirement
enable employees to transfer learning from the training into everyday practice
arrange training they regard as necessary to meet specific local induction requirements
ensure all staff complete the statutory mandatory training as required, including information governance within the required timeframes (Information Governance must be completed on day one).

Workforce development is expected to:

ensure all induction programmes are delivered and evaluated to ensure consistent quality which may include the provision of alternative delivery format to meet the needs of individuals, for example, providing signers or audio versions at training sessions.
act upon the evaluation of programmes to constantly improve the learning experience
work with subject matter experts to monitor course evaluation to inform any training changes
on receiving the information from the Workforce Information Team will monitor compliance and work with managers to identify solutions to meet targets.

Workforce Information team is expected to:

collate and maintain records of attendance for corporate induction and provide information in the agreed format
on receipt of the new starter form, check this form has been appropriately completed and update ESR accordingly.

The Recruitment team is expected to:

allocate new employees with an induction date and send out a copy of the Staff Handbook in advance of commencing employment
meet delegate’s access and dietary requirements and consideration should be given to providing a room for prayer or private reflection
inform managers within 48 hours of non-attendance at corporate induction, and reallocate and inform the individual of the next available induction date
escalate any failure to attend the second time to general manager level.

Employees are expected to take personal responsibility to:

work in concordance with the Leeds Safeguarding Multi-agency Policies and Procedures and local guidelines in relation to any safeguarding concerns they have for children or adults they are in contact with. These can be accessed on the Trust intranet
complete the local and corporate induction process
identify time within their induction period to read and understand all policies relevant to their role and personal safety
ensure they attend their allocated induction or relevant updates, training and maintain a record of their attendance in their portfolio
ensure that the recruitment team are aware of any dietary, access or specific requirements
ensure they report any non-attendance at corporate induction, with reason to their line manager
plan and review training with their manager that they are required to attend as part of their appraisal
complete the relevant attendance documentation
complete statutory and mandatory training, including information governance as required.

5. Equality analysis

LCH aims to design and implement services, policies and measures that meet the diverse needs of its population and workforce, ensuring none are placed at a disadvantage over others.

LCH is subject to the equality duty as set out in the Equality Act 2010 and must pay “due regard” for the need to:

eliminate unlawful discrimination, harassment and victimisation
advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not.

Due regard for advancing equality involves:

removing or minimising disadvantages suffered by people due to their protected characteristics
taking steps to meet the needs of people from protected groups where these are different from the needs of other people.

The trust has paid due regard to the Equality Act and duties therein by the completion of the equality analysis screening tool, appendix D. The screening revealed that the policy is of low impact to equality and as such did not require an equality analysis.

6. Corporate induction

Attendance at corporate induction is mandatory for all staff employed by the trust and must be undertaken within eight weeks of employment. This is supported by a Staff Handbook which is issued to staff prior to appointment.

This corporate programme is designed to meet the different learning needs of new employees and this is reflected in the activities or sessions delivered throughout the programme and is reviewed regularly to reflect current priorities.

In addition, new employees are required to undertake statutory and mandatory training relevant to their role, within 3 months of their commencement of employment with the trust.

Information governance statutory and mandatory training must be completed on the first day of commencing employment. Further details of this can be found on the trust statutory and mandatory training policy (including training needs analysis) via the intranet.

Staff returning to work after a long period of absence, for example, long term sick (longer than 9 months, maternity leave, following secondment to another organisation, following career break), are not required to attend the corporate induction day. However, it is imperative that all statutory and mandatory training relevant to role is completed within the first three months of return.

7. Local induction for all staff employed by the trust

Line managers have the primary responsibility for inducting new members of staff and reorientation for returners into their team. They are in the best position to identify local induction needs and monitor support and encourage the progress of a new member of staff, including those “acting up” or internally promoted. A checklist (appendix A) also provides an opportunity for local services to add specific service criteria.

Process for ensuring that all employed staff complete local induction:

It is the responsibility of the line manager to ensure each new employee receives a local induction, when they start in post. The local induction checklist (appendix A) should commence from day one and be completed by the end of the first month, and a signed copy retained in the local personal file.
The manager should ensure that a three month follow up discussion is scheduled to take place with the new member of staff to ensure member of staff has been locally inducted to the workplace.
The manager will provide information on the new starter documentation to confirm a local induction has taken place.

The checklist is also appropriate to use to re-orientate staff returning to work after a long period of absence, for example, long term sick (longer than 9 months, maternity leave, following secondment to another organisation, following career break), it is recommended to use this checklist as a structured and consistent approach.

7.1 Local induction for agency, independent contractors, honorary contract holders and placements

Managers recruiting agency, independent contractors, honorary contract holders, placements must consider the length of the assignment and undertake a risk assessment to determine the statutory and mandatory training relevant to the role. If the
worker is due to be with the Trust longer than 3 months, all statutory and mandatory training relevant to role must be completed. Regardless of length of service, Information Governance training must be completed by all employees on their first day.

The local induction checklist (appendix A) must be completed and a copy kept locally for any audit inspections.

7.2 Placements (healthcare students)

Under the learning and development agreement drawn up between the Strategic Health Authority, healthcare providers and education providers it is agreed that Universities will provide statutory and mandatory training required by pre-registration students. The type of training and content is agreed in partnership with healthcare provider organisations.

The exception to this is those undertaking the Open University programme where their employer will provide training. The student will be seconded to this course and as such they remain an employee of LCH and their training needs will be included under the statutory and mandatory provision and reporting as for all staff.

Those undertaking post-registration courses and on placement within LCH will normally be our own employees and will be covered under the relevant section of this policy. Any post registration student not employed by us will be issued an honorary contract and their statutory and mandatory training provision will be covered under that section of this policy.

In all cases the induction into the workplace received by the student will cover relevant issues specific to that area e.g. fire procedures. This is included in the student’s placement profile and is therefore monitored through the University quality assurance processes.

7.3 Students subsequently employed

Mandatory training that is undertaken at University that is valid and current (for example, in date) should be considered as accredited prior learning (APL).

8. Training needs

Any statutory or mandatory training identified as part of the corporate induction programme which requires amending to take account of changes in legislation or organisational need will be agreed at the Quality, Governance and Risk Committee using the standard proformas which have been designed to provide a full understanding of the programme content, staff groups required to attend, expected numbers of staff per year and resource requirements (including finances). The appendices to this policy may be amended to meet the changing requirements of the trust but the principles of this policy will remain and will therefore not require subsequent ratification by the Remuneration Committee.

Staff are directed to the LCH statutory and mandatory training policy (including training needs analysis). Details can be found on the trust intranet.

9. Monitoring of compliance and effectiveness

Corporate and local induction for all staff employed by the trust

It is mandatory for all staff employed by the trust to attend the comprehensive corporate induction programme, within 8 weeks of employment and to participate in their local induction. There are robust processes and procedures in place to ensure compliance with this policy.

Local induction for agency, independent contractors, honorary contract holders and placements

Whilst it is not mandatory for these categories of staff to attend the corporate induction programme, they must participate in the local induction process designed specifically for them. There are robust processes and procedures in place to ensure compliance with this policy.

10. Ratification and approval process

This policy will be consulted on by subject matter experts, general managers, staff side, and approved by the Joint Negotiating Consultative Forum (JNCF) and ratified by the Remuneration Committee on behalf of the board.

11. Dissemination and implementation

The workforce directorate are responsible for the dissemination of this policy through the trust intranet and Community Talk.

Implementation will require all parties recognised in this policy undertaking their identified responsibilities.

12. Review arrangements

This policy will be reviewed by the Workforce team, as a minimum within three years of approval or sooner if amendments are required due to changes in legislation or organisational need.

13. References

Up to date legislation and guidance relevant to this policy can be found on the statutory and mandatory training needs analysis. To view the live statutory and mandatory training needs analysis, refer to the trust’s intranet site.

14. Associated documents

Statutory and mandatory training policy (including training needs analysis)
Personal development policy

15. Appendices

15.1 Appendix A Induction checklist for new employees and reorientation for returners

Induction checklist for new employees and reorientation for returners

15.2 Appendix B Process flow for corporate induction

The Recruitment team allocate new employees with an induction date to take place within 8 weeks of start of employment, with a copy to manager.
The Recruitment team, minimum of 1 week before the corporate induction date email the new employee with joining instructions, with a copy to the manager as a reminder.
New member of staff attends the corporate induction.
The signing in sheet is returned to the Recruitment team who ensure a copy of this sheet is given to the Workforce Information team for inputting onto ESR.
Within 48 hours, the recruitment team will inform the manager and individual if they have failed to attend on the allocated date and will be asked for a reason for non-attendance and will automatically be booked onto the next corporate induction date.
The signing in sheet is returned to the Recruitment team who ensure a copy of this sheet is given to the Workforce Information team for inputting onto ESR.
If non-attendance occurs a second time, the Recruitment team will inform the general manager within 48 hours of DNA to
ensure compliance.

7.3 Appendix C Process flow for local induction for all staff employed by the trust

It is the responsibility of the line manager to ensure each new employee receives a local induction when they start in post. The local induction checklist (appendix A) should commence from day one and be completed by the end of the first month with a signed copy retained in the local personal file.
A three month follow up discussion should be scheduled between the manager and the new member of staff to ensure compliance with local induction.
The manager will provide information on the new starter form to confirm local induction has taken place.
On receipt of this, workforce information will check this form has been appropriately completed and update ESR accordingly.