It is good practice to prepare an induction training programme for all newly appointed staff. The induction programme should take account of what someone who is new in a post needs to know in order to carry out the duties of the job. A well-organised induction programme will reduce the risk of error and increase the rate at which the new member of staff can work effectively.



  • Consider what the new post holder will find useful to learn on the first day, in the first week, first month and so on. Induction programmes can be scheduled over any period up to 3 months. 
  • Prepare and issue the programme in advance to give the new member of staff a sense that thought and care has been given to their needs.
  • Consider relevant areas such as pay details, how to book holidays, how to reclaim expenses, layout of the building, facilities and equipment available, procedure in the event of an accident or incident, key personnel and contacts, how to book study leave, security (personal and premises), health and safety issues, key dates, expectations and objectives, work procedures, the Church's policy on Safeguarding and so on.
  • Keep a record of the training and points covered. 
  • Set a date should be set for a review before the end of three months or the end of the probationary period if different.


  • Make the induction a brief one-off event that takes up only the first day of the new member of staff's employment.
  • Make assumptions that the new member of staff will be familiar with the church/ circuit environment and ways of working.
  • Forget to introduce the new member of staff to the people in the church / circuit who they will come into contact with on a regular basis.
  • Have the same induction programme for all members of staff. Adapt the programme for each new role.


Legal Considerations

Probationary periods have no meaning in law as any qualifying period required for rights and entitlements in employment start to run from the date employment commenced. 

In carrying out induction, it is important to ensure that no employee is placed at a disadvantage on account of his or her gender, marital status, racial group, religion, sexual orientation, age or disability. 

Under the Equality Act 2010 it stipulates that it is lawful to offer training specifically to employees of a particular nationality or colour if the purpose of the training is to help to fit them for their work. 

 Under the Equality Act 2010, employers are required to make reasonable adjustments to any provision, criterion or practice that they apply and to any physical feature of their premises in order to accommodate the needs of disabled employees so as to help them overcome any disadvantage which their disability would otherwise cause them, and this would include adjustments to the induction programme and methods of delivery. 

Fixed Term and Part-time employees should be afforded the opportunity to undergo a full induction training programme because under the Part-time Workers Regulations 2000 and Fixed Term Employees Regulation 2002, part-time and fixed term workers must not be excluded from training on account of their status. 


Frequently Asked Questions

Why should we bother with an induction programme?

A well constructed induction programme will give the employee a strong sense that they are welcome in the new role and will also give them the opportunity to settle in well and become effective in a shorter timescale

Should we have the same programme for all new staff?

You should adapt the programme for each new member of staff. Refer back to the job description, which will give you a guide on what is most important

How important is the Probationary Period?

The probationary period plays a really important role in the new member of staff's employment. Working in a new environment can be daunting for many people so the probationary period will give you the opportunity to provide clarity and guidance on what to focus on and to deal with any early challenges. Meet with your new member of staff regularly and document the conversations