Staff Induction Checklist

This non specific acceptance checklist distinguishes errands and activities that ought to be tended to at each stage of modern worker acceptance. The checklist can effectively be custom fitted to suit your association, counting timescales.

1. Pre-Employment

Job offer made and accepted
Start date and time confirmed to employee, manager and colleagues providing induction support
Assign who will greet new employee on first day and who will support the induction programme
Review and order technology needed for the role e.g. computer, laptop and associated software, mobile
Identify and order equipment needed for the role e.g. desk, safety gear
Notify payroll of new starter contract employment details
Assign company transport where needed
Create induction information pack
Arrange first day
Update internal records e.g. telephone directory, organisation chart
Finalise Job Induction Programme and communicate to key support areas
Send welcome message to new employee e.g. email, telephone, text

2. Day One: Complete Employment Administration

Employment contract signed and returned
Right to work, licenses and certificates obtained
Bank details obtained
Absence and other critical Employment Policies explained
Record personal and vehicle registration
Explain site security, procedures for entering and leaving premises and recording work attendance
Issue security pass, credit card, business card

3. Day One: Organisation Guidance

Explain Induction process, timing and provide an outline of their Induction Programme
Discuss health and safety procedures including first aid resources, reporting of accidents
Explain the resources and people within the organisation
Give an insight into the social aspects of the organisation e.g. catering arrangements, local facilities, clubs, sports
Provide an information pack, e.g. synopsis of the organisation, its services and products; organisation chart, a glossary of terms
Introduce and handover to Line Manager or Induction Buddy

4. Day One onwards: On-the-Job Induction

Ensure new employee works through their planned Job Induction Programme that is monitored by their manager covering the following elements:
Organisation awareness: site tour, familiarisation of products, services, and our customers
Introduction to work colleagues: I.E. colleagues, peers, senior manager/s, department health and safety representative
Organisation and Department systems and procedures: how do I need to operate in terms of standards, systems, legislation; use of equipment and resources, use of company computers, telephones and other technology; routine administration and resources
Job performance and measurement: what is expected of me, how do I fit in, and how will I be measured
Other departments/functions: what they do, who they are and how they operate
Internal customers/colleagues: how we can help and support each other
External networks and resources: who are they and how can we access them
Conduct interim reviews with employee against completion of their Job Induction Programme
Check successful progress of the employee’s probationary period and address any gaps

5. Month One to Month Three: Company Induction/Orientation

Ensure the new employee receives training to help orientate them to their new company or organisation, the people and how it operates. For example, you may wish to include:
A potted history of the company
An overview of company structure, mission, vision and values
The business plan, annual goals and key performance targets of the company, as well as key challenges
An overview of organisation’s products and services
Health and safety and any legislative training