STAFF PROBATION AND INDUCTION POLICY
This policy is to ensure that all staff are given a thorough and efficient induction so that they have a working awareness of all BCC policies and know how the nursery operates on a daily basis.
Mentoring – a relationship between an experienced person and a less experienced person for the purpose of developing the one with less experience.
Mentors must be familiar with the What We Expect from a BCC Mentor protocol and will be supported by the Managing Director.
As the new member of staff, you are the mentee.
Initial Induction
As a new member of staff, you will have an induction session, on your first day or before your start date if possible. At that session, the nursery manager will work through the Employee Induction Checklist (EIC) (folder 1.3). In particular the nursery manager will:
- Discuss the contract and input staff details on the form on Connect Childcare.
- Take copies of identification (three form of) and qualification certificates.
- Discuss the Probationary Progress Record (PPR) appropriate to the role (folder 1.3.2), which will be kept by the mentor until the person starts.
You will take:
- Badge (to be left at nursery) and uniform;
- Professional Development Folder.
On your first day managers will endeavour to introduce you to all parents. Notices will also be put up at nursery and in the newsletter.
Probation
The probation period is 3 months, but can be extended if more time for training and mentoring is needed. You need to demonstrate that your care, understanding of children’s needs and development and practice is consistently of the standard expected by Bristol Childcare, as well as showing a working knowledge of Bristol Childcare procedures. The probation period can also be terminated at any time by giving notice in accordance with any contract.
After your probation sign off you will continue with a period of induction until you have been shown how to do all of the things on the PPR appropriate to your role. This will usually be completed by the end of 6 months, but can be extended if required. You will have a named mentor who will monitor your work and keep notes on the PPR. You will have a copy of your PPR where you can record notes and evaluation.
The Mentor will note when you have been shown a procedure and write comments such as whether further demonstration or support is needed. A procedure is only signed off when you have demonstrated that you fully understand what is expected and have been sufficiently observed doing the task. The PPR is to demonstrate what training has been given and development made during the probation period and when the mentor believes the mentee understands everything fully. The PPR will be dated when each task is signed off.
In accordance with the CPD Policy, you will also have a Professional Development Plan. This will be used to record particular Priorities for Improvement, which can be added as a result of issues noted on the PPR or areas that you have identified for improvement.
The nursery Curriculum Leader (CL) will explain and give support regarding the observation, assessment and planning procedures and note and date when this has been done on the PPR. The first meeting should happen approximately after one month of your start date, with follow up meetings as required. The CL must sign off that they are happy that you understand all OAP procedures before your probation can end.
After one week there will be a review meeting with the mentor. This will be to:
- Discuss progress and any problems and enable you to raise concerns;
- Ensure you have a good knowledge of the medicine and dietary requirements of children in your room; the safeguarding policy; nappy changing and hygiene requirements and fire evacuation.
If you are not showing sufficient awareness, the mentor and manager must notify Senior Management and we will follow up on concerns and have other review meetings as required.
Further review meetings will be held on 30, 60 and 90 days of your first 3 month working period. The 30 and 60 day meetings will be with the mentor, and manager if required. The Managing Director can attend any meetings as required but will attend the 30 day meeting to ensure all induction paperwork has been finalised. The Managing Director will then attend the 90 day meeting to sign off the probation period and the final meeting at the end of the induction.
At each meeting the manager and mentor will discuss:
- Any concerns.
- The Probationary Progress Record and Professional Development Plan, ensuring that all progress and training is noted.
- Any queries from you.
Any concerns must be raised immediately with the Senior Management team.
After 6 months, if all aspects of the PPR are completed, the 6 month meeting can be organised to confirm that the induction period has ended. You will continue to have a professional development plan. Before the meeting is organised, the manager must do a spot check using the document in folder 1.4.1 to ensure they are happy with these key aspects of your work.
The probation and induction periods can be extended if necessary in accordance with the contract. You will be notified by letter.
Should you not be performing as required at the end of the probationary period or extended probationary period, the contract will be terminated. The probationary period can also be terminated at any time by serving notice in accordance with the contract.
All staff have regular supervision meetings with the Manager or another senior member of the management team. Please see the Supervision Policy. All staff also have an annual appraisal. Please see the Continuous Professional Development Policy.