Requirements
3.11.1 All appointments to employed roles that fall within the scope of this code must undergo a safeguarding induction process appropriate to the role being undertaken.
3.11.2 Induction must include:
- Mandatory training and information about the church body’s safeguarding policies and procedures, including to whom concerns should be reported.
- One to one meeting(s) with the individual to whom the employee reports.
- Expectations in the role, objectives (where appropriate) and arrangements for ongoing support.
3.11.3 The induction process must be evaluated and reviewed regularly as part of the continuous improvement of the safer people management cycle.
Guidance
3.11.1-3.11.3 Induction
Why?
A planned, proportionate and consistent safeguarding induction process ensures that all employees in the church body fully understand and know how to follow safeguarding policies and procedures, and that expectations are clear.
How?
A good induction is more than just a series of meetings and whilst there are many aspects to this process, specifically in regard to safeguarding, it is a necessary and important step. Being able to put names to faces and build relationships helps establish a culture where people feel comfortable and able to raise and report any concerns, safeguarding or otherwise.
Induction meetings must provide opportunities for the individual to discuss any issues or concerns about their role or responsibilities, including any additional training that might be needed. This enables the responsible person to identify any immediate or emerging concerns or issues about the person's ability or suitability at the outset and address them straight away, as well as making arrangements for ongoing support. See also Sections 3.12: Probation and 3.13: Ongoing Support, Accountability, Oversight & Supervision.
Toolkit:
Induction Checklist