The purpose of induction is to ensure the effective integration of staff into or across our organisation. Research demonstrates that induction programmes have benefits for both employers and employees. For employers these include improving the person-job fit, reducing turnover and absenteeism, and increasing employee commitment and job satisfaction. For employees, starting a new role in a new organisation can be an anxious time and an induction programme enables them to understand more about the organisation, their role, ways of working and to meet colleagues.
Because of its importance we keep our induction process under constant review – though with current recruitment levels of between 40 to 45 new non-medical employees per week on our induction day, this can be like changing hubcaps on a moving car.
Recent changes reflect the increase in emphasis we want to make to ensure our new starters identify with our culture and values. New sessions covering these elements have been introduced, including a section on the role of compassion in delivering high quality patient care.
A continuing challenge is getting a higher response rate for our online evaluation. This feedback influences the design of our induction day; recently we removed a long-running customer service video – Fish! – as increasing numbers of new staff were questioning its relevance to the role they perform.
If you have attended induction recently and haven't sent us feedback you can still do so by filling in our induction eveluation form.
We've recently introduced a senior leaders orientation day, on a quarterly basis, that introduces our new consultants and other senior managers to the leadership qualities and behaviours we're looking for them to display in our Trust, drawing on key indicators such as the CQC ‘well-led’ assessment criteria and the new Healthcare Leadership Model.
With all e-learning packages on our virtual learning environment (VLE), new staff have greater flexibility in completing the statutory and mandatory training components of their induction; records are updated weekly ensuring accuracy in reporting. Looking further into the future we'll continue to explore ways to increase provision of the pure information-giving elements of induction on VLE whilst retaining the critical focus on our values and culture through face to face delivery.
We also continue to emphasise the importance of local induction for new staff. Compliance rates at quarter for this year (latest measurement) was 89%.
Posted on Friday 13 March 2015