Ongoing induction in first 6 months

Month 1

Induction isn't completed at the end of the first week, it should continue for at least the first three months and up to six months depending on the role and the probationary processes in place within your organisation.

After the first week your new employee will start to settle into the role and to carry out some of the main duties. However, activities and opportunities to learn and develop should continue to be planned on a regular basis up to the end of the first month.

Line manager meetings

Line mangers should meet with new employees at the start and end of each of the next three weeks. The purpose of this is to get the week started; to discuss the plan for the week, both in relation to their induction and key tasks or objectives expected of them. At the end of each week, it is important for line managers to check that everything has gone to plan, that they are still happy that things are going well, discuss any questions or concerns and start to plan activity for the following week.

Processes and policies

Line managers should discuss key things such as arrangements within the team for booking holiday, calling in sick, appraisal, raising a grievance and other relevant processes and procedures which the line manager should make the new employee aware of at any early stage. This is an area line managers should cover in conjunction with HR so that they are clear on how policies and procedures work in practice, their responsibilities and any recent changes to ensure adherence to organisation procedures.

First 6 months

This stage of the induction process is about getting into a routine – it is still important for induction to continue but the focus is now about getting into a routine. By this time a new employee will feel more settled, but there will still be a lot they don’t know. They need get into a work routine and get on with the job, but line managers need to be available to answer questions, monitor progress and provide support for them to develop in the role. A regular end of month meeting should be planned in from month two onwards – this meeting should focus on how they are getting on, discuss any learning needs, gaps in their induction and how to fill these. The buddy allocated on day one should still be available to support them when required.

Signing off probation

At the appropriate time within the first six months, depending on your internal procedures, the organisation will be in a position to sign off probation and agree that the induction process has come to an end. HR should work with line managers to ensure that the correct procedure is followed before this is carried out. You may wish to return to the induction checklist to ensure that all of the tasks have been completed or follow a separate probation process, click here for model policy.