Induction Policy Template

Induction Policy

What Is an Induction Policy?

An Induction Policy is a framework for introducing new employees to an organization's workplace, role, policies, procedures, systems, and expectations. It helps HR teams and managers provide a consistent induction experience and ensures new employees receive the information and support they need when starting a role.

An effective induction policy can cover pre-arrival preparation, first-day activities, role-specific training, workplace orientation, responsibilities, documentation, and follow-up during the early stages of employment.

Purpose of Induction Policy

The purpose of this Induction Policy is to ensure that all new employees receive a consistent, structured, and effective introduction to [Company Name]. A formal induction supports safe, productive, and engaged employees by providing essential information about the organisation, role expectations, systems, and culture.

Scope

This Induction Policy applies to all new hires, internal transfers, contractors, and temporary workers who will perform work for or on behalf of [Company Name]. It covers initial onboarding activities from pre-arrival through the end of the probationary period unless otherwise specified for particular roles.

Induction: The structured process of introducing a new employee to the organization, workplace, role, policies, procedures, systems, and responsibilities.

New Employee: An individual beginning a new role with [Company Name] who is required to complete the applicable induction activities.

Induction Program

[Company Name] will provide a structured induction program that introduces employees to the organisation and their specific role. The program should be tailored to job level and business unit while including core components for every new starter.

• Pre-arrival: Completion of required documentation, IT account setup, and workspace preparation.
• First day: Welcome and introductions, workplace tour, health and safety briefing, and essential information on pay, hours, and reporting lines.
• First week: Role-specific training, introduction to key colleagues and stakeholders, and review of immediate objectives.
• First 30 to 90 days: Ongoing training, performance expectations, milestones, and scheduled check-ins.

Responsibilities

Clear responsibilities ensure an effective induction process.

• HR: Coordinate the induction program, provide standard materials, arrange mandatory trainings, record completion, and monitor compliance.
• Managers: Prepare role-specific induction activities, assign a mentor or buddy where appropriate, set initial objectives, schedule regular check-ins, and complete probation reviews.
• New employees: Participate in scheduled induction activities, complete mandatory training, review and acknowledge relevant policies, and raise any questions or concerns promptly.

Induction Schedule and Activities

The induction schedule will be established by HR in collaboration with the hiring manager. Typical activities include:

• Workplace safety and emergency procedures
• IT systems access and cybersecurity guidance
• Employment terms, payroll, benefits overview, and timekeeping
• Role-specific training and performance expectations
• Organisational values, code of conduct, and confidentiality obligations

Documentation and Records

HR will maintain records of induction activities, signed acknowledgements, and completion of mandatory training. Records will be stored in employee personnel files according to [Company Name] recordkeeping practices.

Probation and Performance Review

New employees will normally be subject to a probationary period during which the manager will conduct regular reviews and provide feedback. Confirmation of employment or an extension of probation will be based on demonstrated performance, completion of required training, and meeting role expectations.

Approval Process

Any proposed variation or exception to the standard induction process should be documented and reviewed by [HR Contact/Department] in accordance with the organization's applicable approval procedures.

Where an exception is approved, the relevant parties should be informed and any required records should be maintained.

The role of managers and HR is collaborative. Managers are accountable for role-specific induction and performance management. HR is accountable for the overall induction framework, mandatory content, recordkeeping, and ensuring consistency across the organisation.

Non-Compliance

Employees are expected to complete applicable induction activities and required training within the timeframe communicated by [HR Contact/Department] or the relevant manager. Where an employee does not complete required induction activities, [HR Contact/Department] or the relevant manager may review the circumstances and determine appropriate next steps in accordance with applicable organizational policies and procedures. Managers and HR will address instances of non-compliance promptly and proportionately, aiming to resolve gaps and re-establish compliance.

Note

This Induction Policy may be updated periodically to reflect changes in organisational practices or operational requirements. Employees should consult HR for clarification about the induction program or their responsibilities under this policy.