13. Contract of Employment and Induction Process

Contract of Employment

A written statement of terms and conditions is a legal requirement and must be in place at the commencement of employment

A detailed contract of employment will include:

• Employer's and employee's name
• Job title and brief job description
• Length and type of contract (e.g. part time, permanent, fixed term)
• Date employment began/ceases (if applicable)
• Place of work
• Salary - amount and payment method
• Hours of work
• Induction
• Holiday, sick, maternity/paternity pay (include entitlement to public holidays)
• Pensions and redundancy terms
• Notice period by either party
• Length of probation period (six months)
• Appraisal process
• Supervision
• Disciplinary process
• Complaints and grievance processes

These details will be clarified during the induction.

Employers may consider including a requirement for all employees to join the DBS update service as part of the conditions of employment Disclosure and Barring Service - GOV.UK

Induction

Staff and volunteer safeguarding induction

Induction is the process by which an employee becomes familiar with the operational plan, requirements and expectations of working within their new setting.

Induction of staff is a crucial step in following the safer recruitment process and an important part of safeguarding practice within the setting. A successful induction would involve understanding the safeguarding policies, ethos and culture of the setting. All staff should have a thorough induction and have opportunities to ask questions during staff/team meetings and on an individual basis.

The following safeguarding information should be included in the induction of all adults working or regularly visiting an early years/childcare setting:

• Introduction to all staff members, volunteers and committee members if applicable
• Explanation of the Safeguarding Lead Practitioner (SLP) and the deputy role
• Line management clarified
• Signing in/out arrangements discussed
• Any staff badge/identification required
• Tour of building to include key information such as fire exits and assembly points
• Discussion of expectations of staff e.g. staff code of conduct to include standards of behaviour, confidentiality, mobile phones, social networking and dress code
• Identifying any training needs relevant for the role and any courses the new starter may need to be booked on e.g. first aid/safeguarding
• Read the setting's safeguarding and whistle-blowing policy, and Local Authority Designated Officer (LADO) procedure; copies given to the new staff member and their signature obtained. Give new staff the opportunity to ask any questions for clarification
• Provide copies of other policies, prioritising those linked to safeguarding together with policy sheet to be signed and dated once policy has been read and understood
• Safe working practices including confidentiality
• Key person responsibilities
• Record keeping
• Observation, assessment and planning processes
• Risk assessment processes/health and safety
• Online safety (including social media usage)
• Confidentiality
• Information Sharing
• Fire drill procedure
• Food hygiene
• Administering medicines
• Positive behaviour management
• Location and completion of accident and incident books
• Location of first aid box and name of first aider
• Complaints procedure
• Emergency evacuation procedure
• Safeguarding training requirements
• Supervision process and dates

At the end of induction ensure a further meeting is arranged for new staff members to discuss/recap safeguarding policy and procedures to assess understanding.