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Use this model induction programme checklist to record key stages of a new employee commencing work with a Company.
This should include meeting key staff, completing important documentation or contracts, and understanding Company/department values.
How long to understand and implement this form?
10 mins
How many words in this form?
873
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What is an Induction or onboarding programme checklist form?
An induction program checklist is a document that outlines the key activities and tasks that should be completed as part of an induction program for new employees. It is designed to ensure that all new employees receive a consistent and comprehensive orientation to the organisation, its culture, and its policies and procedures.
Having an induction program checklist can ensure that new employees have a smooth and positive onboarding experience and can begin contributing to the organisation as quickly and effectively as possible.
An induction programme checklist can help to ensure that all relevant information is covered and that new employees have a clear understanding of their roles, responsibilities, and rights from the start of their employment.
In which jurisdictions can this form be used?
Great Britain & NI (United Kingdom), Worldwide
What legislation and best practice guidelines have been taken into account in the development of this template?
United Kingdom
The Health and Safety at Work etc. Act 1974: This is the primary legislation governing health and safety in the workplace in the UK. It requires employers to provide a safe working environment, and new employees must be made aware of their health and safety responsibilities as part of their induction.
The Equality Act 2010: This prohibits discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. Employers must ensure that their induction programme is accessible to all employees, including those with disabilities, and does not unfairly discriminate against any protected characteristic.
The Data Protection Act 2018: This regulates the collection, use, and storage of personal data, including employee data. Employers must ensure that their induction programme complies with data protection laws and that employees are made aware of their data protection rights.
The Working Time Regulations 1998: This sets out the legal limits on working hours and rest breaks for employees. Employers must ensure that new employees are made aware of their rights and entitlements under these regulations as part of their induction.
The Employment Rights Act 1996: This sets out various employment rights that employees are entitled to, such as the right to receive a written statement of terms and conditions of employment. Employers must ensure that new employees are made aware of these rights as part of their induction.
Other territories
Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.
Induction or onboarding programme checklist
Name:
Job title:
Department:
Manager:
Start date:
Pre-joining - HR tasks
Task
Date Completed
Issue offer/contract
Initiate eligibility to work checks
Organise PPE ready for day 1
Request references
Organise attendance at next department presentations
Organise welcome meeting with MD (to run with no less than 2 new joiners at a time)
Organise Office IT Systems induction
Inform the Company
Pre-joining - Line Manager tasks
Task
Date Completed
Determine office/work location requirements
Organise training
Select Buddy (Choose someone who has agreed to be a point of contact for a new member of staff and who can provide informal guidance and encouragement during their first few weeks of employment)
Day 1
Task
Date Completed
Introduction to the Company:
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.
Review Terms and Conditions
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.
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.
Week 1
Task
Date Completed
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
Month 1+
Task
Date Completed
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
Version: [1.0]
Issue date: [date]
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