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It outlines principles and aims, including consistent, timely coverage of mandatory health, safety, legal and occupational requirements, senior management support, clear ownership, flexible access, and links to PDP. Roles and responsibilities are assigned across organisation, line managers and participants, with guidance on what induction must include and how evaluation and records are maintained.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/human-resources-policy-induction-employee-retention-v31/238251/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/human-resources-policy-induction-employee-retention-v31/238251.png","ImageObject",442,249,{"name":88,"@type":89},"Nguyễn Văn Học","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-23","2026-09-11",true,{"@type":98,"interactionType":99,"userInteractionCount":25},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of the induction programme?","Question",{"text":108,"@type":109},"The induction programme integrates new employees into the wider NHS family and into their local team, ensuring they understand their new role and fit within the organisation.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the two phases of induction?",{"text":113,"@type":109},"Induction consists of two phases: Organisational Induction (1.5–2 day programme covering orientation, health, safety and security, and HR issues) and Departmental Induction (developed within the specific ward/department focusing on local issues, policies/protocols, and role-specific competencies).",{"name":115,"@type":106,"acceptedAnswer":116},"Who is responsible for providing induction and evaluation?",{"text":117,"@type":109},"Corporate ownership supports success, with organisational induction delivered by the organisation and departmental induction provided by the line manager. 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The policy will be published following sign off by the APF which is anticipated during 2015.  \nContents  \n\n| Section |  | Page |\n| --- | --- | --- |\n| Policy statement |  |  |\n|  | Introduction | 3 |\n|  | Principles and aims | 3 |\n|  | Scope | 4 |\n| Protocol |  |  |\n|  | The induction process | 5 |\n|  | Who is responsible for induction? | 5 |\n|  | Who should the induction process include? | 5 |\n|  | Responsibility for evaluation | 6 |\n|  | Record Keeping | 6 |\n|  | Summary of roles and responsibilities | 6 |\n| Appendix 1 | Sample Organisational Induction Programme | 8 |\n| Appendix 2 | Departmental Induction Managers Guidelines | 9 |\n\nStaff Induction Policy Statement  \nIntroduction  \nEvery organisation irrespective of size, should have a comprehensive induction programme that provides key information required by all new employees. The purpose is to integrate the individual into the wider NHS family as well as to their local team.  \nThe Scottish Executive document: Learning Together – A Strategy for Education Training and Lifelong Learning (SEHD) for all employees in NHS Scotland refers to induction in section 4.13. The document supports the concepts of induction as part of an orientation for new employees to NHS Scotland. It identifies that the process for induction of a new employee must help them understand their new role, as well as providing clear guidance about where they fit in relation to the organisation as a whole. This all contributes to the ability of the individual to function safely and effectively within their work environment.  \nPrinciples and aims  \nThe key principles and aims of NHS Borders induction are:  \n To provide a consistent and comprehensive system of induction for all employees within NHS Borders  \n To ensure that the process supports and raises awareness of strategic and local initiatives  \n To welcome employees to their local department  \n To provide employees with an overview of the key objectives of the organisation, department, ward/team  \n To ensure that all employees have an awareness of legal, occupational and Health and Safety requirements, which are necessary for safe and effective functioning within their occupational roles  \n To provide employees with information to assist them to ‘settle in’and become familiar with their working environment  \n To provide a reference source and contact person in the first few months of employment  \n To enable employees to play an effective role in their employment as soon as possible  \nNHS Borders must have a clear induction programme, which ensures:  \n Senior management support  \n Mandatory elements are covered within a maximum time period  \n Clear ownership by all parties  \n Flexibility of access  \n Consistency with other local and national guidelines and strategies  \n Corporate and individual level responsibility is identified  \n A link with PDP  \nScope  \nIn line with good employment practice we are committed to ensuring that appropriate induction is provided for all new employees including those working on a temporary, parttime, agency or locum basis.  \nIn addition to new recruits to NHS Borders, this policy applies to existing employees of the organisation who are:  \n Promoted to a new job;  \n Transferred or seconded to a new job or workplace; or  \n Returning to the organisation after a significant ","cbCaijcuThD8YYxX","https://ap.wps.com/l/cbCaijcuThD8YYxX","pdf",250368,22,"English","# Policy statement\n## Introduction\n## Principles and aims\n## Scope\n# Protocol\n## The induction process\n## Who is responsible for induction?\n## Who should the induction process include?\n## Responsibility for evaluation\n## Record Keeping\n## Summary of roles and responsibilities\n# Appendix\n## Sample Organisational Induction Programme\n## Departmental Induction Managers Guidelines","[{\"question\":\"What is the purpose of the induction programme?\",\"answer\":\"The induction programme integrates new employees into the wider NHS family and into their local team, ensuring they understand their new role and fit within the organisation.\"},{\"question\":\"What are the two phases of induction?\",\"answer\":\"Induction consists of two phases: Organisational Induction (1.5–2 day programme covering orientation, health, safety and security, and HR issues) and Departmental Induction (developed within the specific ward/department focusing on local issues, policies/protocols, and role-specific competencies).\"},{\"question\":\"Who is responsible for providing induction and evaluation?\",\"answer\":\"Corporate ownership supports success, with organisational induction delivered by the organisation and departmental induction provided by the line manager. Induction responsibilities also include the new employee, and evaluation and record keeping are assigned across the relevant roles.\"}]","Human Resources Policy - INDUCTION - Employee Retention - V3.1 | PDF",1789133050,8]