Induction Policy · Employee Self-Service Portal

Views:

Core Skills Policy 5.0

Trust Induction Policy

Core Skills Policy 5.0

2 05/04/2023 Complete review Refresh and updated James Deller

Keywords: Induction, Onboarding, Core Skills, Learning and Development, Training

Core Skills Policy 5.0

Table of Contents 4.1 Trust-wide Policy Author 6 4.2 Trust 7 4.3 King's Executive (Board of Directors) 7 4.4 Responsible Executive Director (Senior Responsible Officer) 7 4.5 All Trust Staff 7 APPENDIX 2: CHECKLIST FOR THE REVIEW AND APPROVAL OF TRUST-WIDE

Core Skills Policy 5.0

1. Introduction

King's College Hospital NHS Foundation Trust is committed to ensuring that all staff have an equal opportunity to benefit from quality conversations and a formal, annual appraisal that supports both individual development needs and the Trust's strategic goals. The Trust aims to design and implement policy documents that meet the diverse needs of our service, population, and workforce, ensuring that none are placed at an advantage over others. It considers the provisions of the Equality Act 2010 and advances equal opportunities for all by having due regard to the different needs of different protected equality groups. This document has been assessed to ensure that no one receives less favourable treatment on the protected characteristics of age, disability, gender r eassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex (gender) or sexual orientation. The NHS Constitution details a pledge to provide all staff with personal development, access to appropriate training for their roles and management support. King's College Hospital NHS Foundation Trust values the opportunity to acknowledge the contribution of our staff and in helping staff to understand how their role contributes to the Trust's strategic goals and ultimately patient care. The Trust recognises the importance of having skilled, competent, and engaged staff who can support the Trust's BOLD vision. This Induction Policy identifies the arrangements for Corporate Induction and Local Induction for all new staff.

King's College Hospital NHS Foundation Trust is committed to lifelong learning through the education, training, and development of its staff. The Trust recognises the need for a culture which values and expects learning, and the importance of Induction in establishing this culture. It also recognises its legal and ethical responsibilities to create and maintain a working environment that will ensure the welfare and health and safety of its employees, patients, and the public.

Starting a new job is a demanding and potentially stressful experience, tackling new tasks and customisation to a new organisation, a new environment, and new colle agues. The purpose of induction is to support new employees during this period and to help them become fully integrated into the organisation as quickly and as easily as possible. Employees who settle quickly into the organisation will become productive and efficient at an early stage and in turn will experience feelings of value and satisfaction.

The aim for induction is to assist the Trust in achieving its values, "Kind, Respectful, Team" through ensuring that new staff could undertake the induction training necessary for them to carry out their role safely.

2. Definitions

2.1 Corporate Induction comprises The King's Welcome and King's Bazaar - which includes "Welcome to King's", covering its history, its strategy, its values, and contains the

Core Skills Policy 5.0

essential information which new staff and volunteers need. There are five pathways: medical staff, clinical staff, non-clinical staff, bank, and volunteers.

2.2 Local Induction takes place in the workplace and is an introduction to the area and the skills required for the job. A Local Induction Checklist is available on the L&OD Intranet page for Line Managers to complete and retain for their staff.

2.3 Medical = Includes Doctors and Dentists.

2.4 Clinical = Nursing and Allied Health Professionals (AHPs)

2.5 Non-Clinical = All other staff, such as Admin & Clerical,

2.6 L&OD = Learning & Organisational Development

2.7 PGMDE = Postgraduate Medical & Dental Education

3 Purpose and Scope

3.1 The purpose of this policy is to provide guidance to all Trust employees, bank staff and volunteers regarding the necessity of corporate and local induction and associated responsibilities.

3.2 All staff directly employed by the Trust, bank staff and volunteers, must attend a corporate induction programme and receive a local induction upon joining the Trust.

3.3 This policy applies to all staff employed by King's Colleg e Hospital NHS Foundation Trust.

3.4 The Trust values the diversity of its people and is committed to promoting equal opportunities and eliminating discrimination on the grounds of any protected characteristic, in addition to political belief or trade union membership.

3.5 Corporate Induction

All new staff (including permanent and temporary staff who are employed for more than 3 months) upon joining King's will participate in a Corporate Induction programme, which includes The King's Welcome and The King's Bazaar. Corporate Induction aims to cover essential information which new staff need to be aware of e.g., its history, Trust strategy, its aim & objectives, values, and policies & procedures.

The Learning & Organisational Development (L&OD) and the Postgraduate Medical and Dental Education Team (PGMDE) deliver the induction programmes. New non-medical staff are booked onto the relevant corporate induction by the Core Skills Team. Reasonable adjustments can be made to ensure all staff can access their initial training.

Core Skills Policy 5.0

3.6 Local Induction

All new staff and existing staff who have been appointed to other positions within the Trust will receive a local induction to their department. Local induction will cover information that is specific to departments/specialties e.g., local procedures, facilities, key co ntacts, risks, and risk management arrangements & local fire procedures etc.

Responsibility for local induction rests with the hiring or line manager but must be recorded centrally on the Trust's Learning Management System (LMS) with induction checklists being retained by the new starter and their line manager. Reasonable adjustments can be made to ensure all staff can access their initial training.

4 Duties

4.1 Trust-wide Policy Author

The Author is responsible for:

- Liaising with the Trust-wide Policy Register Holder (hereafter referred to as the Register Holder) in the development of a proposed new policy checking Kingsdocs to ensure that it does not duplicate an existing document. - Ensuring that legacy policies are reviewed and wherever possible, relevant content from the legacy policy are incorporated into the Trust policy, including approval, ratification and archiving of previous versions. - Ensuring that counter fraud, corruption and bribery measures are considered (if applicable) when draftin g the policy and to seek advice from the Counter Fraud and Corruption Team should clarification be needed. - Providing the Register Holder with up -to-date and accurate information of the newly approved and ratified document for inclusion on the register. - Ensuring that all newly developed or updated existing policies meet the requirements of this document and all required checklists, forms and assessments are completed and, where appropriate, included. - The appropriate consultation, approval, ratification, implementation, and monitoring of their policy. - Liaising with the Policy Register Holder on the estimated time frames for consultation, approval, and ratification of newly developed or updated existing policies. - Ensuring that implementation of the policy is ac hievable within the organisation's resources and identifies all training needs. If resources are not immediately identifiable advice must be sought from an Executive Director. - Ensuring the policy is up -to-date and accurate following any organisational, regulatory, or legislative changes and that the document undergoes a periodic review at a maximum of every 3 years. - Protect the confidentiality of data and information that may relate to news starters, patients, employees, and other staff. - Appoint data and information custodian. - Aligns this policy to the Trust's mission.

Core Skills Policy 5.0

- Responsible for all procedure, develop the policies, propagate the information and conducting a risk assessment. - Report all possible risks annually to King's Executive (Board of Directors) to noting, consideration and action, where appropriate. - Work with L&OD D eputy Director to establish an information security framework and awareness program. - Serve as a liaison for the King's Executive (Board of Directors), Internal audit and general enquires / advice. - Conduct sample audits to ensure compliance to Trust's procedure, policies, security, and risk mitigation efforts. - Provide oversight and direction for incident investigations. - Coordinates and maintains incident documentation.

4.2 Trust

4.3 King's Executive (Board of Directors)

The Board of Directors are responsible for: - Ensuring that through King's Executive, the Trust has a robust and comprehensive policy process in place. - Overseeing the implementation and ratification and approval of poli cies by King's Executive. - The ratification and approval of specific policies as detailed within this document. - King's Executive are responsible for the ratification and approval of policies having due regard for procedures set out within this document.

4.4 Responsible Executive Director (Senior Responsible Officer)

The Responsible Executive Director is to ensure that relevant policies are appropriately approved at the designated committee or group and providing assurance to King's Executive during the ratification processes.

4.5 All Trust Staff

All Trust staff are responsible for: - Adhering to policies that are relevant to their role. - Assisting in the implementation and where required, monitoring of policies.

Core Skills Policy 5.0

4.6 Department Responsibilities

Responsibility Responsible for Actions The Trust The Trust recognises its corporate responsibility as an employer - Make appropriate Induction Training available for its entire staff (all delivery methods). - Ensure that staff complete the required statutory training. The Health and Safety at Work Act, 1974, requires employers to ensure employees are provided with adequate training at recruitment. - Ensure adherence to agreed key performance indicators (KPI's) HR shared services Team (Capita)

On-boarding processes - Liaises with departmental/line manager to arrange corporate induction date for the new employees, in conjunction with the Core Skills Team - Books the member of staff onto Induction on TRAC and informs the new employee. - If new starter's induction requires postponement, authorise with HR Recruitment team, and inform L&OD / PGMDE, and discuss new start date with Core Skills Team - Provide weekly report of new starters attending corporate induction to L&OD and relevant departments. - Informs PGMDE of all the new medical staff. - Meeting Induction KPI's HR Recruitment Team Management of HR Shared Services contract / On-Boarding processes - Liaise with HR Shared services team to confirm allocated induction places. - Agrees with HR Shared Services any new starter delays in induction attendance, in extenuating circumstances. - Plans capacity for clinical and non- clinical induction with L&OD - Meeting induction KPI's Learning & Organisational Development Team (L&OD) Delivery of face- to-face King's Welcome and King's Bazaar, monitoring - Deputy Director of L&OD to be approached to give permission for a new starter to be given a start date not in line with the standard induction process.

Core Skills Policy 5.0

attendance and compliance of corporate induction and local inductions for all non- medical staff.

- Allocate places on clinical and patient facing inductions. - Provide instruction to new starters and line managers regarding attendance at clinical and patient facing inductions. - Produce attendance reports and notify managers of non-attendance and those yet to attend. - Notify internal HR team of non- attendance at corporate induction for a stop to other training until attendance completed (L&OD & Medical Education teams to be made aware of scheduled delays) - Update attendance on induction programmes onto Trust's LMS - Maintain corporate/clinical induction programmes and publish to on-boarding & Trust intranet pages. - Meeting Induction KPI's Postgraduate Medical and Dental Education Team (PGMDE) Delivery of face- to-face corporate induction (medical), monitoring attendance at medical induction for all medical staff.

- Organise Induction for all doctors and dentists who have not worked at King's for at least 12 months (plus Consultants Inc. locum Consultants & Associate Specialists). This is also mandatory for locum doctors whom King's employs for 3 months or more. - Once notification received from HR Shared Services invite doctors and dentists to an Induction with all relevant information - Providing access to the LMS Core Skills on-line modules for all doctors which can be completed prior to starting in the Trust. - Provision of In Hospital Life Support and equipment familiarisation and Epic training - Monitor attendance at Induction and report non-attendance back to Divisions for action. - Update attendance on induction programmes onto Trust LMS - Meeting induction KPI's

Core Skills Policy 5.0

Volunteers Team

Managing, booking, and monitoring attendance of Volunteers - Liaises with the new Volunteers and book them onto the Volunteer specific induction. - Deliver and record compliance of core skills training for Volunteers Bank Staff Team Liaise with LMS Team to ensure bank staff are added to the Trust LMS and the correct induction programme is assigned - Coordinate recruitment of new bank staff and the timely notification to LMS team to ensure they are added to the LMS. Line Manager Arrange local induction and support staff attendance at the Trust's Induction Programme and their local induction - Devise Local Induction commensurate with the role the new starter is being recruited to - Ensuring adequate time is given for all Induction Training whether undertaken as e-Learning or face to face. - Ensuring attendance and completion of Corporate/Medical and Local Induction - Monitoring statutory/mandatory training compliance via reports produced on the Trust's LMS. - Follow up on individuals failing to complete induction. - Maintain file of completed Local Induction checklists, including those of locum and agency staff. Individual Attending Induction and completing all associated induction training - Make themselves available for Induction training and act on the advice/ guidance/protocols. - Act in a safe and responsible manner. - Identify gaps in their knowledge and skills. - Staff that deliberately do not complete induction and associated statutory/mandatory training, they may risk: - Pay freeze until Corporate Induction attended. - Facing a disciplinary process for repeated failure to attend - Not being able to access other training/development opportunities

Core Skills Policy 5.0

5 Policy Specific Information (Please title as relevant)

The Trust recognises its corporate responsibility as an employer to:

- Make appropriate Induction training available for its entire workforce, including bank and volunteers. - Ensures that statutory and mandatory training requirements are covered as part of the induction process. - Ensure adherence to agreed Key Performance Indicators - 95% of new substantive staff to attend corporate induction on their first day of joining the Trust. - 90% of all core skills training to be completed within four weeks of joining the Trust to be monitored by the Head of Core Skills and feedback to SWT.

6 Implementation

The Learning and Organisational Development team has the overarching responsibility for the implementation and monitoring of this policy. It will review the policy on a three yearly basis. Monitoring outcomes and reporting on induction KPIs will be presented to the appropriate trust committee as required.

6.1 Corporate Induction (Non- Clinical)

A summary is given below:

Core Skills Policy 5.0

New Starter (excluding volunteers) details are passed to Core Skills Team by Capita. Volunteers' induction is organised by the Volunteers Team. Staff Bank new starters also follow the same programme as full-time new starters.

New Starter commences Corporate Induction (Non-Medical) from start date. New starter attends workplace whilst completing induction:

- Meet with Line Manager and/or representative for Local Induction. - Completes and signs Local Induction Checklist, line manager records on LEAP. Non-medical staff: - DNA to be recorded & new starters line manager notified (L&OD/MDE) - DNA with no extenuating circumstances - inform HR Shared services to freeze pay. Once new starter is 'live' on LEAP: Attendance on induction programs recorded onto LEAP by L&OD team. New starter to complete any other non-Core Skills training required for the role within 4 weeks of start date.

Core Skills Policy 5.0

6.2 Corporate Induction (Medical)

A summary is given below:

Core Skills Team book new starter on Corporate Induction, including King's Welcome and King's Bazaar. Also booked onto Manual Handling and Resuscitation practical training if required, i.e., Clinical / Nursing staff Completion of LEAP on-line Core Skills Training Modules must be completed within the first two weeks of joining the Trust. Other - can book appointment for EPR training prior to Induction (if not this is arranged by PGMDE) If Junior Doctor, the new starter commences with the Trust and attends Corporate Induction (Medical)

New starter meets with Department Induction Lead and/or representative for Local Induction.

Completes and signs the Local Induction Checklist and records this on LEAP. New starter to complete any other non-Core Skills training required for the role within 4 weeks of start date. New Starter details passed to Core Skills Team by HR Shared Services (Capita)

Core Skills Policy 5.0

7 Monitoring Compliance

The following table may be included here or referenced as an appendix (example included as Appendix 2).

Measurable Policy Objectives Monitoring / Audit Method Frequency Responsibility of Monitoring Responsible Committee Process for checking that all new permanent staff complete Induction Compliance Report from Trust LMS Monthly Core Skills Team / Line Manager People & Culture Committee Process for following up those who fail to attend corporate Induction DNA report Monthly L&OD / Line Managers SWT and Care Group managers & People & Culture Committee Produce report showing local induction completion for permanent staff Local Induction Report Monthly L&OD / SWT SWT and Care Group managers & People & Culture Committee Process for checking that all temporary staff complete local induction Audit 4-monthly Audit Manager / Core Skills Team Care Groups / Line Managers / HR Recruitment Process for following up all staff who fail to complete local induction Audit Annual Manager / Core Skills Team Care Groups / Line Managers / People Business Partners

8 Associated Documents

Core Skills Policy

9 References

Internal Intranet Iinks:

- Kingsdocs/Local Induction Checklist for All New Doctors & Dentist.doc - Kingsdocs/Locum Medical Staff Induction Checklist.doc - Kingsdocs/Consultant Local Induction Checklist.doc - Kingsdocs/Induction_Checklist.doc - Kingsdocs/Statutory/Mandatory Training Policy

Core Skills Policy 5.0

- KING'S DOCSTRAINING\PGMDE\Medical & Dental Induction\Clinical Competency Checklists.doc - KING'S DOCSTRAINING\PGMDE\Medical & Dental Induction\Checklists\Locum Medical Staff Induction Checklist.doc - Kingsdocs: Training and Development Support Policy v3.2

External Web-links:

Care Quality Commission 2015, Guidance about compliance, Fundamental Standards http://www.cqc.org.uk/content/fundamental-standards

Skills for Health: http://www.skillsforhealth.org.uk/

Health and Safety Executive, Health, and Safety at Work Act 1974: http://www.hse.gov.uk/legislation/hswa.htm

The Management of Health & Safety at Work Regulations 1999: http://www.legislation.gov.uk/uksi/1999/3242/regulation/13/made

NHS Employers guidance: http://www.nhsemployers.org/

GMC, Education Standards: https://www.gmc-uk.org/education/standards-guidance- and-curricula/standards-and-outcomes

Core Skills Policy 5.0

Measurable Policy Objectives Monitoring / Audit Method Frequency Responsibility of Monitoring Responsible Committee 90% of new starters to have completed their induction within four weeks of their start date LMS Monthly reports from LMS Head of Core Skills SWT / People & Culture committee 95% of new substantive staff to attend corporate induction on their first day of joining the Trust.

LMS Monthly reports from LMS Head of Core Skills SWT / People & Culture committee 90% of all core skills training to be completed within four weeks of joining the Trust.

LMS Monthly reports from LMS Head of Core Skills SWT / People & Culture committee

Core Skills Policy 5.0

Appendix 3: Local Induction Check List

Local Induction Checklist

Name Job Title Managers Name Ward/Department Contract Start date Division/Directorate Date Corporate Induction attended: Date Local Induction completed

The purpose of the Induction programme is to familiarise you with the aims, objectives and expectations of the Trust and your ward/department as well as what is expected of you in your role. Local Induction is part of your personal development. It is also a mandatory requirement that a checklist is completed, which is retained by your line manager. You should be provided with a photocopy of the completed form. This form should be completed in conjunction with your line manager.

Local Induction to be completed within 4 weeks of commencement of post:

Content Responsibility Date Welcome & Introduction: Introduction to colleagues & discuss purpose of induction Line Manager or representative

Responsibilities & Work Requirements (as appropriate): Clarification of duties and expectations (Job Description) Line Manager or representative

Rotas, start/finish times, breaks, on call requirements Line Manager or representative

Annual & Study leave requests Line Manager or representative

Uniforms - laundry/linen Line Manager or representative

Protective Equipment and clothing (if applicable) Line Manager or representative

Security pass, bleeps Line Manager or representative

No smoking policy Line Manager or representative

Telephone use and directory, emergency telephone numbers Line Manager or representative

Core Skills Policy 5.0

Security - personal property and work area Line Manager or representative

Tour: Familiarisation of working environment, location of fire alarms and exits, appliances and procedures for evacuation Line Manager/representative & Self

Check whether assistance is required during emergency evacuation and if so, see guidance on Kings Intranet? Line Manager/representative & Self

Restricted areas and hazards (if applicable) Line Manager or representative

Other departments relevant to role i.e., mail room, pharmacy etc. Line Manager/representative & Self

HR/Occupational Health: Immunisations and health check (as appropriate) Occupational Health, Line Manager & Self

Sign on with Human Resources e.g., pay, pension scheme, contract of employment HR, Line Manager & Self

Issued with Smart Card (if applicable i.e., staff using choose & book system etc.) RA01 form to be completed and issued to staff member Line Manager or representative

For Discussion: Aims and objectives of the Department Line Manager or representative

Structure of Division/Directorate/Department & awareness of division business plan/budgetary awareness Line Manager or representative

Standards e.g., patients charter Line Manager or representative

Performance scorecards Line Manager or representative

Expected Standards: Values & customer care including best practices Line Manager & Self Documentation used and expected standards of completion Line Manager or representative

Data Protection and Confidentiality Line Manager or representative

Local competencies e.g., nursing clinical competencies Line Manager or representative

Key relationships e.g., colleagues, customers Line Manager or representative

Clinical staff - competency in use of Cardiac Arrest Policy and equipment (if applicable): Resuscitation trolley suction Line Manager or representative

Portable suction Line Manager or representative

Wall mounted suction and handheld suction Line Manager or representative

Discuss the following policies as applicable and location on 'Kings Docs': Infection Control Policy Line Manager & Self

Core Skills Policy 5.0

Sickness Absence & Disciplinary Policy (General rules & Gross Misconduct), Kings Flex & Grievance Procedure Line Manager & Self Stress Management Guidelines Line Manager & Self Pregnancy Risk Assessment (if applicable) Line Manager & Self Fraud & Corruption Line Manager & Self Policy for the management, reporting and investigation of adverse incidents, reporting of violent and harassment incidents Line Manager & Self Raising concerns e.g., health & safety, malpractice, competence of colleagues Line Manager & Self Health & Safety responsibilities Line Manager & Self COSHH - storage and disposal of hazardous substances Line Manager & Self Being Open & Duty of Candour Policies Line Manager & Self Waste Disposal Line Manager & Self Other policies as applicable i.e., blood transfusion, discharge policy, Line Manager & Self Other areas: Mentor/Buddy identified (as relevant) Line Manager or representative

Immediate Job Training identified and organised e.g., electronic systems (PIMS) & departmental processes Line Manager & Self Performance appraisal process discussed, and date set for review (objectives and personal development plan to be no later than 6 months after starting) Line Manager & Self Please attach other local documentation as appropriate Professional Registration PIN (as applicable):

I confirm the above areas have been covered to my satisfaction: Employees Signature Date Managers Signature Date

Please ensure local induction completion is recorded on Trust LMS

Core Skills Policy 5.0

Induction Policy Date of Assessment 28/04/2023 What are the aims of this project, policy, function, and or service?

To undertake a Due Regard on the implementation of Induction Policy to minimise any disadvantage or adverse impact because of its implementation and to ensure that the policy and process is applied fairly and consistently across the Trust, so that no individual identified under the Equality Act 2010 is treated less favourably. The objective is to ensure the policy provides opportunities for all staff to participate in the appraisal procedure and maximise the opportunities for future development within the Trust.

Who could be affected by this proposal? (e.g., applicants, employees, customers, service users, members of the public)

Employees Which policies are related to or referred to as part of this assessment? Core Skills Policy How will the impact on people be assessed? (e.g., consultations forums, meetings, data collection) Consultations forums, meetings, and data collection

Please include available Equality Data relating to the use or implementation of this policy, project, function, or service. (e.g., Care Group breakdown, WRES, WDES, Sexual Orientation monitoring standard, Patient Feedback, Workforce data etc.)

Core Skills Policy 5.0

What are the potential impact/s of implementing this policy, project, function, or service on people who share protected characteristics as listed below?

Protected Characteristic: Neutral

Age (People of all ages)

x No significant impact on age.

There is no specific data to support this section.

Which stakeholder consultations have been included in the development or implementation of this policy, project, function, or service?

- People Partners - Learning & Organisational Development Team - Senior Workforce Team - Equality, Diversity, and Inclusion Team - Subject Matter's Expert Forum - Core Skills Oversight Forum

Core Skills Policy 5.0

What are the potential impact/s of implementing this policy, project, function, or service on people who share protected characteristics as listed below?

Protected Characteristic: Neutral

Disability (Mental, Physical, and Carers of Disabled people)

x Access to IT system to complete eLearning appraisal. May have issues for staff with dyslexia or general eyesight. Reasonable adjustments will be considered where necessary in line with the Trust Reasonable Adjustment Policy. Work with provider of IT system to develop alternative view options. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Gender Reassignment

x No significant impact on gender reassignment. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process.

Core Skills Policy 5.0

What are the potential impact/s of implementing this policy, project, function, or service on people who share protected characteristics as listed below?

Protected Characteristic: Neutral

Marital Status (Married and Civil Partnerships)

x No significant impact on marital status. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and ev aluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Pregnancy and Maternity x No significant impact on pregnancy and maternity. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process.

Core Skills Policy 5.0

What are the potential impact/s of implementing this policy, project, function, or service on people who share protected characteristics as listed below?

Protected Characteristic: Neutral

Race (All Racial Groups)

x No significant impact on gender reassignment. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Religion or Belief

x No significant impact on religion or belief. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Sex (Men and Women Includes non- binary)

x No significant impact on sex. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded fr om accessing or engaging in the Trust Induction process.

Core Skills Policy 5.0

What are the potential impact/s of implementing this policy, project, function, or service on people who share protected characteristics as listed below?

Protected Characteristic: Neutral

Sexual Orientation (Lesbian, Gay, Asexual, Bisexual, and straight)

x No significant impact on sexual orientation. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded fr om accessing or engaging in the Trust No significant impact on gender reassignment. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly process.

Including but not limited to social economic factors (i.e., poverty and or isolation), caring responsibility, unemployment, homelessness, urbanisation, rurality, health inequalities, and new arrivals.

Caring responsibility x No significant impact on those with caring responsibilities. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs.

Core Skills Policy 5.0

Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of poli cy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Social economic factors x No significant impact on social economic factors. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process. Other Disadvantaged Groups x No significant impact on other disadvantaged groups. Managers have responsibility to consider staff needs and make any reasonable adjustments to accommodate their needs. Any issues or concerns based on any protected characteristics will be considered and acted upon accordingly. Review and evaluation of policy post implementation to ensure no protected group is excluded from accessing or engaging in the Trust Induction process.

Core Skills Policy 5.0

ERA Action Planning Form Action Plan Owner:

Commencement date:

Core Skills Policy 5.0

FOR EQUALITY DIVERSITY AND INCLUSION TEAM Date of Assessment: (dd/mm/yyyy)

Core Skills Policy 5.0

Keywords: induction, new starter, onboarding, corporate induction, local induction, first day, welcome, starting at the trust