Whether newly employed, a contractor, subcontractor, supplier, or volunteer, management has the duty of care to organise and secure an effective health and safety induction as a part of their onboarding. This includes but not limited to instructions, product/equipment training, as well as policies essential for the kind of task to be carried out without risks to health. In a general sense, inductions are given to members to set out the expectations of their role, what needs to be done and followed and that legal obligations are met.
Using checklists is deemed the most practical way to carry out an induction. It acts as a guide and a matrix to aide both managers and inductee/s of all the relevant information before commencing work. These checklists should be monitored and updated regularly to make sure any updates or modifications are both reflected and calibrated. These inductions are a requirement in accordance with the WHS Act of 2011, note that this duty is not limited by ‘so far as is reasonably practicable’ – it is an absolute duty.
Employers and managers must also include emergency policies, procedures, and training requirements. Every facility is different, the risks and hazards imposed also vary. Therefore, control measures should address all associated risks in practice that could occur.
Safety does not come naturally, reason why these inductions are essential. It comes with proper and comprehensive series of discussions, ranges in training, and progressing through assessment/s to be job ready. Providing a thorough staff induction also influences retention in an organization. Inductions serve as first engagement as an employer/manager to a staff and making a lasting impression – making a difference between successfully integrating a strong team member and/or onboarding a member that eventually loses interest altogether. An overwhelmed, left out, onboarding employee is a result of poor ineffective induction, which will then result to a significant effect in productivity and absenteeism levels, company integrity and branding.
Having an induction program shows a commitment by management at the highest level. It provides a strong sense of compliance towards all the obligations of the company. A successful induction should be inspiring, organized and fit for purpose. A new employee or staff adjusts and acclimates to the company well will bear fruit to the company’s success.
Should you or your organisation will be needing recommendations as what needs to be included on your induction checklist, our highly experienced Consultants, Fire Safety Advisors, and Trainers can definitely be of assistance.
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