Discover how you can use the Analyse-Plan-Do-Review approach to identify what is effective in your current induction process and any gaps or areas for improvement.
A well-planned induction helps new starters feel welcomed, supported and confident from day one. Using the Analyse – Plan – Do – Review approach, you can take a structured look at your current induction process, identify what's working well and make practical improvements where needed.
Follow the four steps below to build an induction programme that supports new starters, strengthens retention and sets your workforce up for success.
- Analyse - understand your current approach and identify opportunities for improvement
- Plan - create a clear, effective induction plan
- Do – put your plan into practice and support new starters
- Review – reflect on what worked well and make continuous improvements.
Analyse your current induction. Start by gathering information about how your induction process is working. Bringing feedback and workforce data together will help you identify strengths, gaps and opportunities for improvement.
Ask yourself:
- How do we currently induct new staff and who is involved?
- What does our turnover and retention data tell us about the induction period and first year of employment?
- Which parts of our induction work well?
- Where do new starters experience challenges?
- Is there anything missing from our induction programme?
- What feedback have recruits shared about their induction?
Reflect on what you've learned
Once you've gathered the information, consider:
- Were the findings what you expected?
- What patterns or themes stand out?
- Are there any gaps in the information that need further investigation?
- Which areas should you prioritise improving?
Use the induction review feedback form to gather feedback from new starters and identify opportunities to improve.
Plan your induction. Use your findings to create an induction programme that gives every new starter the best possible experience.
While some elements can be standard across your organisation, others should be tailored to reflect a person's role, experience and individual needs. Someone entering social care for the first time will need different support to an experienced care professional.
This toolkit includes editable checklists and resources to help you create an induction programme that works for your organisation.
Include the practical essentials
Your induction should cover:
- An introduction to your organisation, team and workplace.
- Role responsibilities and expectations.
- First-day practical information, such as dress code, working hours, pay and absence procedures.
- Digital systems, including care planning, social care records and communication tools.
- Key policies and procedures, including safeguarding, raising concerns and cyber security.
- Team meetings and communication arrangements.
- Required learning and qualifications, such as the Care Certificate and mandatory training.
Support people to feel welcome
An effective induction is about people as much as processes. Consider including:
- Support arrangements and regular check-ins.
- Opportunities to meet the people they will support.
- Introductions to colleagues and partner professionals.
- Information about career opportunities in adult social care.
- Mentoring or buddying opportunities.
- Reasonable adjustments to help everyone succeed.
- Inclusive communication that reflects different backgrounds and experiences.
Encourage learning from day one
Build time into the induction programme for learning and reflection. Introduce new starters to the '. This free online resource brings together virtual learning modules and resources to equip new starters with a clear understanding of health and social care.
Putting it into practice
A successful induction doesn't happen by accident. Planning ahead helps create a positive experience for everyone involved.
Before your new starter arrives
During the induction
Looking ahead
Put your plan into practice. Implement your induction consistently for every new starter. An effective induction should feel welcoming, inclusive, collaborative and compassionate.
Use this toolkit to create personalised induction plans that support people from pre-arrival through to the end of their probation period.
A comprehensive induction should include:
Review and improve. Induction should be reviewed regularly to ensure it continues to meet the needs of your workforce and organisation. Regular reviews will help you improve staff experience, strengthen retention and keep your induction programme relevant.
Ways to review your induction: