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Induction Checklist: Best induction checklist templates, tricks, tips and reviews
An induction checklist is a well-detailed guideline outlining the activities lined up for the new employee, to ensure timely coverage of the induction process and to avoid omission or duplication of information. It is a critical tool that has proven to be efficient over the years.
The process of starting a new job can be daunting for many people. Interacting with new people, systems and company culture can be overwhelming at first. Most organizations have formulated comprehensive induction programs to ensure smooth transitioning of new employees into their new working environment. An induction checklist comes in handy to facilitate induction.
A properly laid out checklist should indicate when and where the activities should take place, the person to conduct each operation; with provision for comment section to record the progress of each step.
An induction checklist forms a part of your overall Safety Induction
or Site Induction
Objectives of an Induction Checklist
- To give the new-hires an overview of what the company or organization is about, its history, values and vision, structure, facilities, and objectives both long-term and short-term.
- To ensure a faster transition for the new employee; this will enable the employee to become productive in their work quicker.
- It gives an overview of the company policies and procedures, operational methods, company products, and services, etc.
Importance of an Induction Checklist
- Reduces anxiety: having a list enables the new employee to know what to anticipate hence reducing any jitters and anxiety.
- Easy monitoring: the checklist entails all the areas to cover throughout the induction process, it is easy to keep track of the progress and avoid omission or duplication of relevant information.
- Proper planning: a well-structured checklist is meant to ensure the smooth running of the induction process.
Important Things to Include on the Induction Checklist
The activities and details listed in an induction checklist vary from organization to organization depending on the complexity and size of the company. Below, we shall discuss a few of the things that make up a standard induction checklist, shall we?
1. Employee's personal information:
This section includes the name of the employee, job title, staff ID number, start date of the induction, etc.
Some checklists also include a detailed list of all paperwork to be compiled and submitted to the human resource personnel.
2. First day activities:
Being familiarised with your surroundings and the people around you is crucial on the first day of work.
It is with this regard that the new employee should meet the team members and manager, get assigned a workstation, issued with passkeys and given a tour of the organization's facilities.
3. Introduction to the company:
Conducted within the first week of joining the organization.
The new employee learns the company's history, values, management style, goals and objectives, products and services, organizational structure and interactions between different departments, etc.
4. Introduction to the new role:
Here, the employee will get insights on how they fit into the organization, how their contribution will integrate into the company's practices, departmental goals, and priorities.
- Terms of employment such as pension information, working hours, overtime requirement, lunch/tea breaks, covering shifts for an absentee colleague, etc.
- The performance review criteria.
- Training and workshop schedules.
- Terms and conditions of the probation period where applicable.
Organization's code of conduct on performance, discipline, absenteeism, policies against bullying and harassment.
Other relevant information such as Office dress codes, operating procedures and use of company resources such as telephone, emails, and internet. Policies for annual, maternity, and paternity leaves, etc.
5. Health and safety measures:
New employee to attend training to learn the company's Health &safety policies and procedures.
These include safety measures, and precautions, evacuation routes in case of emergency, the location of fire extinguishers, first aid station, etc.
6. One month review:
The employee will have a one on one meeting with the line manager to evaluate how they are adjusting to their role and evaluate whether there is a need for training.
At this juncture, the employee can give feedback and concerns about their job.
They may discuss the availability of employee representation such as union membership if available.
7. Three-month review:
The line manager holds further discussions with the employee to review performance, pinpoint areas of improvement and set reasonable deadlines for further analysis if necessary.
Adjust work targets if the employee is up to speed.
8. Six-month review:
If the employee was on probation, this is the point to decide whether to retain or release them. If hired, it's time to set objectives for the next six months. Further training may be needed depending on the job.
9. Twelve months review:
By now the employee is already entirely settled and should be working at par with the rest of the team. You may ask them to give feedback on the induction process, what they think worked well and what they feel needs improvement.
Here the new employee and the supervisor append their signatures to acknowledge the successful completion of the induction process and the checklist then included in the employee's personnel file for record.
Tips for Designing an Objective and Result-Oriented Induction Checklist
- Set realistic timelines: do not overwhelm the new employee with too much information at once, proper induction process takes time and patience.
- The checklist should be clear and precise: instructions should be straightforward and easy to follow through.
- Encourage feedback at the end of the induction process: It is a great way to review and improve the process.
Having a well-structured induction checklist will significantly contribute to the success of an induction. Remember, the success of an induction program majorly adds to an employee's attitude towards the organization and their motivation to work.
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