1 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Guide to Induction

for

Children’s Social Care Group Managers, Team Managers and Social Work Staff

Published May 2015 Updated on 11th August 2015

2 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Content Welcome Message from the Divisional Director 3 HCPC Social Work Standards of Proficiency 4 Planning a new starter induction 8 IT Requests 8 Pre Start - Checklist for Managers 9 Induction in the first week 11 Learning and Development Priorities (During probation period) 19 Access/ID Card Request - Authority Form 23 Approval Process

Meeting Date Action

CN&SCMT Performance meeting 23rd April 2015 For Info and Comment

Tabled at CN &SC Service Managers Meeting for Comment/Feedback

30th April 2015 For Info and Comment

Stabilising the Workforce Meeting 20th May 2015 For final comment and Sign Off

DMT 28th May 2015 DMT approved sign off

3 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Welcome Message from the Divisional Director When I come to work my focus, and I think that of all social work professionals, is to do the very best to keep the children and young people of the borough safe, well and happy. I also believe that this should be done with the strength of families where possible. To achieve this I expect high quality social work practice from social workers who are well supported, with time to do their work, to produce the best outcomes for the people we work with. To make sure this happens I have additional resources to grow our Children’s Social Care services. This will allow us to move to smaller teams with closer management support. This will:

Ensure a caseload of no more than 20 children; Provide additional management capacity to improve the consistency and quality of

management oversight and supervision; Smaller teams to promote learning environments with improved analysis, more

reflective supervision, peer support and systemic thinking in relation to the families with whom we work can flourish;

Continue to improve quality of practice and improve child journey Barking and Dagenham will offer you many challenges as a Social Worker. In recent years we have experienced rapid child population growth, well above the London and national averages. There has also been a large rise in the overall numbers of vulnerable children and young people in the borough, not due just to the rapid population growth, but also to the very high levels of poverty and deprivation in the borough. With these challenges come rewards and the opportunity of experiencing very complex cases in an ethnically diverse borough. I look forward to working with you and wish you a long and successful career with. B&D.

Ann Graham, Director of Complex Needs and Social Care

4 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

HCPC Social Work Standards of Proficiency Registration with the HCPC allows Social Workers to work under the protected title of Social Worker. The HCPC also set and monitor the quality of Social Workers. Registrant social workers must: 1 be able to practise safely and effectively within their scope of practice 1.1 know the limits of their practice and when to seek advice or refer to another professional 1.2 recognise the need to manage their own workload and resources and be able to practise accordingly 1.3 be able to undertake assessments of risk, need and capacity and respond appropriately 1.4 be able to recognise and respond appropriately to unexpected situations and manage uncertainty 1.5 be able to recognise signs of harm, abuse and neglect and know how to respond appropriately 2 be able to practise within the legal and ethical boundaries of their profession 2.1 understand current legislation applicable to the work of their profession 2.2 understand the need to promote the best interests of service users and carers at all times 2.3 understand the need to protect, safeguard and promote the wellbeing of children, young people and vulnerable adults 2.4 understand the need to address practices which present a risk to or from service users and carers, or others 2.5 be able to manage competing or conflicting interests 2.6 be able to exercise authority as a social worker within the appropriate legal and ethical frameworks 2.7 understand the need to respect and uphold the rights, dignity, values and autonomy of every service user and carer 2.8 recognise that relationships with service users and carers should be based on respect and honesty 2.9 recognise the power dynamics in relationships with service users and carers and be able to manage those dynamics appropriately 2.10 understand what is required of them by the Health and Care Professions Council 3 be able to maintain fitness to practise 3.1 understand the need to maintain high standards of personal and professional conduct 3.2 understand the importance of maintaining their own health and wellbeing 3.3 understand both the need to keep skills and knowledge up-to-date and the importance of career-long learning 3.4 be able to establish and maintain personal and professional boundaries 3.5 be able to manage the physical and emotional impact of their practice 4 be able to practise as an autonomous professional, exercising their own professional judgement 4.1 be able to assess a situation, determine its nature and severity and call upon the required knowledge and experience to deal with it 4.2 be able to initiate resolution of issues and be able to exercise personal initiative

5 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

4.3 recognise that they are personally responsible for, and must be able to justify, their decisions and recommendations 4.4 be able to make informed judgements on complex issues using the information available 4.5 be able to make and receive referrals appropriately 5 be aware of the impact of culture, equality and diversity on practice 5.1 be able to reflect on and take account of the impact of inequality, disadvantage and discrimination on those who use social work services and their communities 5.2 understand the need to adapt practice to respond appropriately to different groups and individuals 5.3 be aware of the impact of their own values on practice with different groups of service users and carers 5.4 understand the impact of different cultures and communities and how this affects the role of the social worker in supporting service users and carers 6 be able to practise in a non-discriminatory manner 6.1 be able to work with others to promote social justice, equality and inclusion 6.2 be able to use practice to challenge and address the impact of discrimination, disadvantage and oppression 7 be able to maintain confidentiality 7.1 be able to understand and explain the limits of confidentiality 7.2 be able to recognise and respond appropriately to situations where it is necessary to share information to safeguard service users and carers or others 8 be able to communicate effectively 8.1 be able to use interpersonal skills and appropriate forms of verbal and non-verbal communication with service users, carers and others 8.2 be able to demonstrate effective and appropriate skills in communicating advice, instruction, information and professional opinion to colleagues, service users and carers 8.3 understand the need to provide service users and carers with the information necessary to enable them to make informed decisions or to understand the decisions made 8.4 understand how communication skills affect the assessment of and engagement with service users and carers 8.5 understand how the means of communication should be modified to address and take account of a range of factors including age, capacity, learning ability and physical ability 8.6 be aware of the characteristics and consequences of verbal and non-verbal communication and how this can be affected by a range of factors including age, culture, disability, ethnicity, gender, religious beliefs and socio-economic status 8.7 understand the need to draw upon available resources and services to support service users’ and carers’ communication, wherever possible 8.8 be able to communicate in English to the standard equivalent to level 7 of the International English Language Testing System, with no element (*see below) 8.9 be able to engage in inter-professional and inter-agency communication 8.10 be able to listen actively to service users and carers and others 8.11 be able to prepare and present formal reports in line with applicable protocols and guidelines *The International English Language Testing System (IELTS) tests competence in the English language. Applicants who have qualified outside of the UK, whose first language is not

6 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

English and who are not nationals of a country within the European Economic Area (EEA) or Switzerland, must provide evidence that they have reached the necessary standard. Please visit our website for more information. 9 be able to work appropriately with others 9.1 understand the need to build and sustain professional relationships with service users, carers and colleagues as both an autonomous practitioner and collaboratively with others 9.2 be able to work with service users and carers to enable them to assess and make informed decisions about their needs, circumstances, risks, preferred options and resources 9.3 be able to work with service users and carers to promote individual growth, development and independence and to assist them to understand and exercise their rights 9.4 be able to support service users’ and carers’ rights to control their lives and make informed choices about the services they receive 9.5 be able to support the development of networks, groups and communities to meet needs and outcomes 9.6 be able to work in partnership with others, including those working in other agencies and roles 9.7 be able to contribute effectively to work undertaken as part of a multi-disciplinary team 9.8 recognise the contribution that service users’ and carers’ own resources and strengths can bring to social work 9.9 be able to work with resistance and conflict 9.10 be able to understand the emotional dynamics of interactions with service users and carers 10 be able to maintain records appropriately 10.1 be able to keep accurate, comprehensive and comprehensible records in accordance with applicable legislation, protocols and guidelines 10.2 recognise the need to manage records and all other information in accordance with applicable legislation, protocols and guidelines 11 be able to reflect on and review practice 11.1 understand the value of critical reflection on practice and the need to record the outcome of such reflection appropriately 11.2 recognise the value of supervision, case reviews and other methods of reflection and review 12 be able to assure the quality of their practice 12.1 be able to use supervision to support and enhance the quality of their social work practice 12.2 be able to contribute to processes designed to evaluate service and individual outcomes 12.3 be able to engage in evidence-informed practice, evaluate practice systematically and participate in audit procedures 13 understand the key concepts of the knowledge base relevant to their profession 13.1 recognise the roles of other professions, practitioners and organisations 13.2 be aware of the different social and organisational contexts and settings within which social work operates 13.3 be aware of changes in demography and culture and their impact on social work 13.4 understand in relation to social work practice:

7 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

– social work theory; – social work models and interventions; – the development and application of relevant law and social policy; – the development and application of social work and social work values; – human growth and development across the lifespan and the impact of key developmental stages and transitions; – the impact of injustice, social inequalities, policies and other issues which affect the demand for social work services; – the relevance of psychological, environmental, sociological and physiological perspectives to understanding personal and social development and functioning; – concepts of participation, advocacy and empowerment; and – the relevance of sociological perspectives to understanding societal and structural influences on human behaviour 14 be able to draw on appropriate knowledge and skills to inform practice 14.1 be able to gather, analyse, critically evaluate and use information and knowledge to make recommendations or modify their practice 14.2 be able to select and use appropriate assessment tools 14.3 be able to prepare, implement, review, evaluate, revise and conclude plans to meet needs and circumstances in conjunction with service users and carers 14.4 be able to use social work methods, theories and models to achieve change and development and improve life opportunities 14.5 be aware of a range of research methodologies 14.6 recognise the value of research and analysis and be able to evaluate such evidence to inform their own practice 14.7 be able to demonstrate a level of skill in the use of information technology appropriate to their practice 14.8 be able to change their practice as needed to take account of new developments or changing contexts

8 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Planning a new starter induction This document is meant to be used as a guide for managers to adapt where they feel necessary depending on the experience a new starter has. E.g. in some of the guidance it refers to periods of induction time as A.M and P.M etc. If the manager feels the guidance time is less or more they can adjust the plan accordingly. Evidencing Induction and Sign Off - The document should be signed off by the new starter and manager and a copy sent to HR Services to be added to the new starter’s personnel file, as evidence that induction has been completed. Throughout the document there are areas which need to be initialled to demonstrate that an activity has been discussed/covered/attended etc. Agency Workers - The guide is also useful to use with agency workers as a guide to areas that they must cover in their first few days of joining LBBD. There are references made to what should be covered for an agency worker throughout.

IT Requests It is essential that once a start date has been agreed for a new employee, line managers must inform the relevant Business Support Officer (BSO) to instruct them to complete the New Starter request via the ICT Portal. Click here to access.

http://apphornbill2/sw/elevate/portal.php IMPORTANT! I.T. MAY REQUIRE A MIN OF 3 DAYS TO ORGANISE, THEREFORE THIS SHOULD BE FACTORED INTO THE PLANNING. The BSO will require the new starter’s employee number and the reporting line manager’s employee number when completing the request. An email will be sent to the line manager informing them of the new starter’s log in password for their first day in the office.

9 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Pre Start - Checklist for Managers Following this pre start checklist willassist in helping to ensure the new starter has a positive start to working in Barking and Dagenham

Managers’ Actions Prior to New Starter Joining LBBD Who to contact Is this Applicable for Agency Staff?

Initial when complete

1 Obtain the start date HR Services Yes

2 Obtain the new starter employee number HR Services Yes if the agency worker is a manager and therefore requires access to Oracle to approve leave, sickness, training etc

3 Allocate a Buddy for the new starter Buddy? Yes

4 Inform team members and other managers of the new starters name and start date via calendar reminder. This helps to make a new starter feel they are part of a team.

Line Manager Yes

5 Arrange a mobile computer device I.T. Yes

6 Request a Login for ICS http://lbbdstaff/CS/ICS/Request%20form%20for%20ICS%20login.docx

7 Complete I.T. New Starter Set Up – Contact IT to arrange. You will need to have the Start Date, Employee’s Number and Line Manager’s Employee Number, to complete the request via the ICT Portal

I.T. Allow a min of 3 clear working days for I.T. request to be actioned.

Yes

8 Mobile Phone to be sourced and allocated. Remember to ensure new starter completes and signs a mobile phone request form which you can obtain from Julie Jones. This must be signed by new starter and line manager, and then returned to Julie Jones.

Contact Julie.Jones@lbbd.gov.uk Yes

9 Parking Permit - Arrange for parking permit to be set up prior to arrival if possible to avoid any daily parking charges. New

Staff Parking Permits Complete the application form and email

Yes (daily fee fob)

10 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

starter should be informed of parking charges beforehand. to StaffParkingPermits@lbbd.gov.uk to obtain form click on this link http://lbbdstaff/MyJob/Pages/Staff-Parking-Permits.aspx

10

New monthly charges (effective 1 February 2015)

Standard Priority Red Fob Daily fee with fob

£26.95 £46.20 £60.00 £15.00 £1.50

11 Diarise Day 1 Meet and Greet New starter Yes

12 Diarise Day 5 End of First Week of Induction Review Meeting Yes

11 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Induction in the first week Important: Please discuss this Induction Plan with your line manager and sign off each area of the plan as it is completed.

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

Day 1

Meet your Manager On the first day of joining the Borough you will be required to report at your designated place of work to meet your line manager(s) and team. Your line manager will discuss the priorities for the service and team you are joining and your role within it. Important: New Starter please be aware if you will be working from Roycraft House that you must wait in the London Road entrance (not George Street as this is our secure entrance for service users). Reception at Roycraft House will contact your line manager/team to inform them of your arrival.

Meet at your designated office base

Line Manager

Yes

Meet the Teams, Business Support Officer & Your Work Buddy You will be allocated with a `buddy’ to help you become quickly orientated with the team and office layout/facilities. Your Buddy will show you:

Toilets, Kitchen Facilities, Local areas to eat. Council lunch facilities etc.

Tea Club!

Personal belongings storage area

Where to find stationery

Fire Drills and Fire Meeting Point

Introduction to Business Support Officers Introduction to other team managers

Office Allocated Buddy

Yes

12 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

Day 1

Collect Access/Identity Pass – Business Support Officer to issue/ensure new starter has an Identity pass for access to relevant buildings and MDF Printers. How to obtain: Complete the application (see copy of form in this pack). Complete the form and take to the security office on the ground floor at Barking Town Hall. The new starter will have to go along to have their photo taken and be issued there and then with a pass.

Office BSO to arrange

Yes

Hot Desk Working Environment – The Council operates a hot desk way of working. This means that staff have the flexibility of working in different locations using mobile IT devices. Most Council buildings have WiFi facilities and hot desk areas. Main sites where there are hot desk areas are Barking Town Hall 1st Floor and the Civic Centre. You will also find that Children’s Centres can also be used to work from when you are out in the community. Please discuss in detail with your manager to be aware of all the areas you can work. Clear Desk Policy - The Council also operates a clear desk policy and takes seriously the area of data protection.

Yes

Health and Safety – Please complete induction checklist with your manager http://lbbdstaff/HR/Pages/New-Starters.aspx.

Line Manager

Yes

Logging On to your mobile device or a PC and activating your account. . http://elevate/sites/ICTIntranet/Documents/Chromebook%20User%20Guide%20for%20Citrix%206.5.pdf

Office

BSO (Business Support Officer)

Yes

Accessing IT & Outlook for the First Time– Your BSO will provide you with an initial log in password (which you can then change). Once you have logged in go to your Outlook Account and you will find an email from IT informing you of other password login’s for

Office BSO (Business Support

Yes

13 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

access to Oracle, your telephone and some shared document drive areas.

Officer)

Photocopier/Printer – You will need your security pass to use the printer. Your BSO will explain how to scan and print documents and the importance of confidentiality and data protection. All new starters MUST complete the Information Governance e-learning in the first week of employment.

Office

BSO (Business Support Officer)

Yes

Telephone System (see Telephone Guide link below) http://elevate/sites/ICTIntranet/Documents/Telephone_starter_guide_LBBD.pdf

Office

BSO (Business Support Officer)

Yes

Tri.X Service Procedures Manual (Tri.X) This is our complete suite of Barking and Dagenham procedures that inform you in respect of

Case Management

Referral/Assessment/Planning and Support

Children with Disabilities

Children in particular circumstances

Looked after children

Fostering services

Adoption

Complaints and Whistle blowing

Policy Updates The procedures can be accessed through the following link http://www.proceduresonline.com/lbbd/cs/Important - Once you access the weblink above please ensure you register for the Tri X updates which is button on the left of the website homepage. This part of the service provides updates regarding policy and

Intranet

14 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

practice issues. or through the apps tab as below as ‘CS procedures’ http://storefront internal link https://storefront.lbbd.gov.uk external

Council Wide Policies on the intranet. The intranet hosts a range of important information for your to access Human Resource Policies – Please READ the following important policies

Performance Management Appraisal Scheme http://lbbdstaff/HR/Pages/Appraisals.aspx

Supervision Policy. As part of our supervision policy all staff should have in place a supervision agreement with their line manager.

NQSW’s eligible for the ASYE scheme will have a 12 month probation period in line with the duration of the scheme. On successful completion and sign off by the line manager the NQSW’s will be confirmed into a social work position. Please contact Nicci.Woolnough@lbbd.gov.uk to register and for more information about the scheme.

Annual Leave http://lbbdstaff/HR/Pages/Holidayleave.aspx

Pay and Benefits http://lbbdstaff/HR/Pages/paybenefits.aspx

Sickness Reporting http://lbbdstaff/HR/Pages/sickness.aspx

Occupational Health http://lbbdstaff/HR/Pages/OHandHS.aspx

Flexible Working Policy http://lbbdstaff/HR/Pages/flexible.aspx

Internet Acceptable Use Policy http://lbbdstaff/HR/Documents/CSIT-23-2-Internet%20Acceptable%20Usage%20Policy%20(2).pdf

Conduct & Capability http://lbbdstaff/HR/Pages/conduct.aspx

Office

Buddy /BSO

Yes with exception to some HR policies

15 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

Click here to go to the home page http://lbbdstaff/Pages/Home.aspx to also find Telephone Directory ICT Portal – to request or report an IT service E-Bulletin CE Blog IMPORTANT CHILDREN’S SERVICES POLICIES – In your first week you must also familiarise yourself with all departmental policies related to your service for Child in Need, Child Protection etc (your BSO or buddy will show you to where to find these policies within Children’s Services area of the website)

Day 2

Priority Case Allocation (depending on experience of worker) Getting Started with ICS This is the Social Care Recording System and new staff will require formal training to enable them to record effectively using our systems.

TBC

Arrange ICS with Dan Monahan

Yes (this may occur on Day 1 for agency staff)

Day 3

Site Visits (to be considered depending on job role and experience) All new employees find it beneficial to be able to find their way around easily in the first few months. You will therefore spend the day visiting the following sites and any others that your managers deems important to know of:

Barking Town Hall

Barking Learning Centre (community information, Library, training venue etc)

Civic Centre, Dagenham

Various Sites

Manager to ensure that you have directions/maps of the sites

Yes if deemed important for Agency Workers role by LM

16 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

Family Group Conferencing Team

Assessment Team

Crisis Intervention Team,

Court Team

Learn to Live Team

Children’s Centre(s)

you are to visit.

Day 4

Oracle Self Service and iLearn This system is the Council’s people management system and holds information on leave, sickness, training, pay etc. You will be required to undertake the online training which helps you to access and use the Self Service functions to record the above. To see online demo’s of how to use the system to book leave, expenses, sickness etc. Click on this link http://lbbdstaff/OneOracle/Pages/UPK.aspx Access Oracle via the Intranet You must have an Oracle Password which will have been sent to you in the new starter e-mail you received when you first logged into LBBD and your emails. If you forget your Oracle Password –you can request a new one. Please follow this guide http://elevate/sites/ICTIntranet/Documents/How_to_reset_your_Oracle_password_v1.2.pdf Using iLearn – The Council’s E-learning Portal to enable you to complete the mandatory training for all staff on Information Governance and Health and Safety Display Screen Equipment risk assessment. http://lbbdstaff/Pages/Home.aspx Complete the Council’s Corporate Induction on e-learning in preparation for a later face to

TBC

Arrange with Linnett Whittaker – Training Manager Social Care Training Ext 2007 and Contact Jenny O’Hanlon to check you have log in details for iLearn.

Oracle is Not relevant iLearn is important for gaining access to mandatory learning

17 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

WEEK ONE

Induction Activity

Location Action by

Applicable to Agency Workers? Yes/No

Sign off when completed

face Corporate Induction Event

Day 5

End of week one induction review meeting – To discuss how first week has gone and any suggestions for improvement plus:

Explain the Probation period and set a date for the review . http://lbbdstaff/HR/HRPP/The Probationary Process.docx

Appraisal and Supervision process

dates for regular supervision

future date for appraisal (depending on where the council is in the appraisal 12 month window e.g. if coming up to 6 month review period or end of year)

Send out calendar invites for planned team meetings

Discuss allocated cases

Office Line Manager

Yes

Day 6 Arrange a Shadowing Day – (Depending on experience) As a new member of staff it is helpful to spend the day Shadowing your 'buddy' in certain areas of their work. Discuss with your line manager areas they recommend you shadow first.

Variable

Manager to arrange with buddy

18 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Day 7 Arrange to Meet the IRO’s (Independent Reviewing Officers) and Child Protection Chairs It is important for new staff to get an overview of the role of IRO’s and the CPRS, and a brief explanation of CPC’s and CIC Reviews, and what is expected of the Social Workers at these meetings.

Barking Town Hall (BTH)

Contact Teresa Devito the IRO Team to arrange 020 8227 2444 or 020 8270 6858

Induction Evaluation Questionnaire At the end of week one we require all new starters to complete a short on line questionnaire on how they have found their first week of induction. Please click on this link to complete the questionnaire https://www.surveymonkey.com/r/InductionSocialCare

Thank you

New Starter

19 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Learning and Development Priorities (During probation period) The following are a list of learning priorities which all new members of staff working directly with children, young people, their parents and carers should undertake in the first 6 months of employment. Progress should be reviewed at each supervision session and any outstanding training after the probation period should be added to the employees personal development plan.

Learning Activity What you will learn Resource Access Guidance Sign off when completed

Corporate Induction Event (face to face)

All new starters are expected to attend a Corporate Induction event which includes a bus tour of the Borough. To book your place please click on the link below Welcome to Barking and Dagenham Induction - Class based course

Email Jenny O’Hanlon for dates of the next planned event.

Children’s Trust Joint Induction

All new starters are required to attend this event. It runs approx every quarter.

Please contact social care training on Ext 5544 or email socialcaretrainingteam@lbbd.gov.uk

Corporate Induction i-Learn

Within iLearn you will find Induction information which is suitable for all newly recruited staff and managers. The e-learning programmes will provide you with important information about Barking and Dagenham Council, the vision, priorities, partners, training, staff benefits, political makeup etc. the type of new starter information Please ensure you complete the following: Below are the titles of the e-learning you must access in your first few weeks of employment. Welcome to Barking and Dagenham Induction - i-Learn course Managing Information - Level 1 - i-Learn Course Health, Safety and Wellbeing Awareness - i-Learn Course

Accessed via iLearn Corporate e-learning portal on the intranet. Click onto this link to Log on to i-Learn Type in the following under: Username = Use your email address Password = Welcome (this can be changed once you access the account) If you experience any difficulties accessing i-Learn please contact

20 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Learning Activity What you will learn Resource Access Guidance Sign off when completed

Jenny O’Hanlon or Josie Okafor in Corporate Learning and Development.

Information Governance e-learning

Mandatory for all staff to complete annually. Knowledge provided in this programme is essential for staff to enable you to be aware of the importance of data protection and the good practices involved in protecting service users information. You can access our on line learning portal called i-Learn Corporate via the intranet or by following this link, i-Learn. Once you are on the home page you can log on using the details under Resource Access Guidance in this document.

Click onto this link to Log on to i-Learn Type in the following under: Username = Use your email address Password = Welcome (this can be changed once you access the account

Your Workstation and You (DSE)

Complete a self assessment of your workstation to ensure you address needs around your working environment. This assessment is accessible via i-Learn

Access under the Essential Skills window in i-Learn

Newly Qualified Social Worker

If you have recently qualified you will be part of the Assessed and Supported Year in Employment Scheme. This is a 12 month scheme and you will be fully supported with a bespoke training programme which builds on your development journey as a newly qualified social worker.

Contact Nicci Woolnough (ASYE Co-ordinator) to arrange an initial meeting to discuss the scheme.

Free Access to the Care and Knowledge Website

After the closeure of the College of Social Work members of the College have been offered a free 12 month subscription to Care and Knowledge’s Website. This commences from Oct 2015 and ends in Oct 2016. If you have not done so already please email your name, job title and team/dept to the following email address to enable them to set you up with access to a range of research

resources. info@careknowledge.com

For more information visit www.careknowledge.com or contact Debbie Tate, CareKnowledge Business Manager tel: 01273 434971 mobile: 07826 870287 email: debbie.tate@pavpub.com

Management Managers can access our learning management system ORACLE LMS to book

21 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Learning Activity What you will learn Resource Access Guidance Sign off when completed

Training your place on any of the following courses.

Essentials of Management Managing Health, Safety & Wellbeing Equalities and Diversity - currently being developed on i-Learn (Coming Soon) Managing Pressure and Creating a Productive Workplace (Advised but not mandatory) Recruitment and Selection and Equal Opportunities Recruitment and Selection Refresher - completed 3 years after attending the original course (Coming Soon to i-Learn) Recruitment http://lbbdstaff/HR/Pages/recruitment.aspx Equalities and Diversity - currently being developed on i-Learn (Coming Soon) As an alternative to attending mandatory training, we have an assessment and accreditation process which can be used for managers who have prior knowledge and experience to replace courses in recruitment and selection and equalities and diversity. If this is used, we still need to keep a record that an acceptable level of competence has been assessed - so please could you forward a copy of the completed form to Learning and Development, Civic Centre Annex (1st Floor) or via e-mail to Jenny O'Hanlon

Assessment and Accreditation Form

SIGN OFF LEARNING AND DEVELOPMENT PLAN

22 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

__________________________________________ Line Manager Date Completed _____________________ __________________________________________ Employee MANAGER/EMPLOYEE TO KEEP A COPY AND SEND A SCANNED COPY OF THIS DOCUMENT TO HR TO BE KEPT ON PERSONNEL FILE AS EVIDENCE OF

COMPLETION

23 Review Date March 2016 document Name Final MASTER Guide to Induction Updated Nov 2015

Access/ID Card Request - Authority Form Card Type Required: New Staff New Job Title Replacement/Other . . (If Replacement or Other please state why the card is required) Employee/Person - Requiring Access/ID Card

Surname: LBBD Employee – Yes . . No . .

First Name:

Title - Position Held/Job Title:

Employees Date of Birth:

Department/Directorate:

Building(s) Access Required:

Special Access Required – If any:

Manager Granting Access/ID Authority - Please Note: Managers should not authorise any person to enter a Restricted Area unless they have managerial responsibility for that area.

Full Name:

Managerial Position:

Department:

Signed:

Example - Restricted Areas include: Town Hall - All CCTV Areas. Roycraft House - MASH & Care Line Areas. Civic Centre – IT Areas and Back Door behind Reception. (These examples are not exhaustive)

Authority Sent Electronically (Email :- SecurityAccessandID@lbbd.gov.uk) – Managers

giving their staff authority will be required to give their Staff No and Contact Telephone No and may be contacted before an Access Card is issued, but usually only where special access is required.

Staff No: Staff No Verified – Yes/No

(For Security Staff Only)

Contact Telephone No: Manager Contacted – Yes/No (For Security Staff Only)