Benefits of a planned induction
The Healthcare Support Worker Induction Standards and Codes provide the building blocks for new healthcare support worker's learning and development. Planning is a key element in the introduction of these standards to new healthcare support workers.
Doing induction well
Time spent by managers and teams preparing a good induction for new healthcare support workers (HCSWs) will be well worth it. Joining any new organisation or team can be stressful, particularly if it is an unfamiliar setting. HCSWs work in diverse roles as the new definition set out in CEL 23 describes, they may be staff providing direct or indirect patient care, handling patient sensitive data, or providing a service to patients.
If Induction can be seen as a process of learning new facts, systems and relationships, it will act as a secure building block for future learning. As a new employee, a HCSW will feel supported and in a better place to learn the new job routines, meet new colleagues and understand their role in relation to patient experience.
Benefits of a good induction experience include:
- A new HCSW will feel valued and welcomed
- They will understand quickly how their role fits into the wider team / organisation
- Appreciation of the role boundaries - what can and cannot be done safely
- Public protection and patient safety is built in from day one
- A strong foundation is built for developing the person's future capability within the role, and within the organisation
- Team members can share their knowledge by playing an active part in supporting their new colleague
As a statutory requirement for all new HCSWs joining NHS Scotland, the mandatory Induction Standards provide a framework to deal with induction more consistently, and we would argue, more effectively by making sure it is integrated and located "on the job" as much as possible.
There are a range of people who can help and support HCSWs, see the Who can help? page for more information.
As part of induction, remember to signpost HCSWs to resources which will support them on their continuing learning and development journey.
For example:
- Development and Education Framework for level 2-4 NMAHP HCSWs - clarifying knowledge, skills and behaviours required at each level of practice and offering opportunities to identify learning needs across the four pillars of practice
- Turas Portfolio - provides opportunities to record reflections and evidence of learning, as well as seek feedback from others
- Events - short online events specifically for HCSWs on a wide range of topics with recordings available post event to watch at a time to suit
- Newsletter - quarterly news updates and announcements on learning and development activities and opportunities
- Self-directed learning resources on a variety of topics providing opportunities for ongoing development