Induction or onboarding programme checklist form template

Welcome

Complete joiner forms

Issue and talk through Induction pack containing:

• Induction policy
• Induction checklist (this document)
• Mission, Vision, values
• History
• Key policies
• Organisation chart
• Culture of the Company
• Make new start aware of local arrangements regarding hours of work, holiday requests, sickness procedure, after hours working, dress code, lunch arrangements, etc.
• Other info such as transportation and parking, etc.

Ensure new starter has viewed and understood information contained in their terms and conditions.

Health and Safety/Site Security induction:

• Physical – fire exits, fire alarms, fire evacuation procedure, fire-training arrangements, manual handling, first-aid arrangements, VDU usage, and other arrangements as required.
• Site map
• Environmental efficiencies (waste, recycling, energy)
• Site security inc. key locations, gate usage
• Specific hazardous area training (such as chemicals/radiation)
• Environmental Policy

Office IT Systems induction:

• Review processes for using office equipment such as: computer, telephone, voicemail, fax, printer, photocopier, etc.
• Review computer security, and software usage.
• General IT security
• Document security
• General IT processes

Introduction to the work area:

• Objectives of work area
• How the work area fits in to the wider Company (how does the success of the function affect the others)

Introduction to Buddy:

• Role of the buddy:
• Be available to answer immediate routine questions of a general nature
• Provide information on how the working area operates, along with its departmental policies and procedures, and where to go for other sources of information such as Company Manuals, employee reps etc.

Introduction to other members of staff:

• Discuss roles and responsibilities of staff in general terms. 
• Tour the site and meet colleagues
• All key operational and social areas to be visited.

Performance Standards:

• Outline specifics of job role (using role profile)
• Define goals, objectives, and expectations
• Review probation and appraisal process.

Job Specific Training and Development

• Role specific development needs should be reviewed and a suitable programme of training should be planned that aligns the individual’s skills to their core duties.
• Staff with line management responsibilities should be clear as to their duties.
• Outline the use of PDR’s as one method for determining ongoing role specific development needs.
• Introduce Company-wide training and development opportunities available to staff

Introduction to teams

(organise to spend minimum of 2 hours with each)

• Purpose/Activities of the other teams
• How the team (and its success) fits into the Company (and its success).

Review progress

Sit down with new joiner and understand how week one has gone for them, how they have performed, and what they should expect in week 2

MD’s welcome meeting

• General welcome to the Company/team etc.

Presentations by department heads (to run with no less than 4/5 new joiners at a time)

• Purpose of function and how it aligns to the business objectives/goals.
• What support the function gives to the business.

Assess induction progress

• Provide and receive feedback
• Make adjustments to the induction plan as needed
• It is important that the Induction programme is monitored and reviewed. 
• Throughout the period regular review meetings should be held and any adjustments made.

Determine outcome of probation

• Probation review form obtained from HR