Staff Induction & Onboarding

Induction
Checklist

A phase-by-phase checklist covering everything from pre-arrival preparation through to the end of probation. Work through each tab, tick tasks off as they're completed, or print a full paper copy to retain on file.

Back to Staff Induction & Onboarding
Four phases

What's covered

1
Before Day One 7 tasks
2
Week One 9 tasks
3
Month One 7 tasks
4
First 90 Days 6 tasks

Wellbeing de la vie

Staff Induction & Onboarding Checklist

Practice name
Staff name
Role / Job title
Start date
Line manager
Date completed

Induction Checklist

What to Do & When

Use the tabs below to follow the induction sequence phase by phase. Tick each task as it's completed — or print the full checklist for a paper copy.

0 of 0 tasks completed

Confirm all pre-employment checks are complete and filed

DBS, right to work, references, professional registration, occupational health. Do not allow a start date until all checks are cleared.

Send a welcome email with first-day details

Include arrival time and location, who to ask for, parking, dress code, and what to bring. Aim to send at least 3 days before the start date.

Set up computer login, NHSmail, and clinical system access

EMIS/SystmOne access, smartcard if clinical, NHSmail, and any practice-specific software. Delays here on day one are avoidable and demoralising.

Prepare any ID badge, uniform, locker, or physical resources

Small details signal that the practice was expecting them and prepared, which matters more than it sounds.

Assign and brief a buddy or mentor

Choose someone approachable from the same or adjacent team. Brief them on their role, answer informal questions, make introductions, check in daily during week one.

Schedule mandatory training sessions in advance

Safeguarding adults and children, information governance, basic life support, fire safety, infection control, equality and diversity. Book these before day one.

Notify the team of the new starter's name, role, and start date

Prevents the awkward "who are you?" moment and signals to existing staff that the practice communicates well.

Give a warm welcome and introduce to the team

Introduce them personally. Include clinical leads, admin team, and reception. A named introduction goes a long way.

Walk through the practice, rooms, facilities and emergency exits

Include clinical rooms, dispensary if applicable, staff room, toilets, fire exits, and the locations of emergency equipment such as crash trolleys and AEDs.

Confidentiality obligations and GDPR briefing CQC

Ensure they understand patient confidentiality, data handling, and the consequences of a breach. Obtain written acknowledgement and retain on file.

Safeguarding responsibilities briefing CQC

Covers safeguarding adults and children at risk. Include how to raise concerns, the practice's designated safeguarding lead, and the reporting process.

Health and safety, fire safety, and emergency procedures CQC

Fire assembly point, evacuation procedure, incident reporting, lone working policy where applicable, and who to contact in an emergency.

Infection control and hand hygiene protocols

Relevant for all staff, not just clinical. Cover standard precautions, PPE availability, and when to use it.

Overview of complaints procedure and duty of candour

All staff should know how to handle a complaint or concern from a patient, and understand the practice's duty of candour obligations.

Confirm all system access is working correctly

Check logins, email, clinical system access, and any shared drives. Resolve any access issues on day one.

Informal welfare check at end of week one

A brief, informal conversation. Ask how the week felt, whether anything surprised them, and if they have everything they need. Record the date and a short note.

Complete role-specific clinical systems training

EMIS Web or SystmOne as applicable to the role. Include clinical templates, appointment management, coding, and role-specific workflows.

Complete all mandatory training modules CQC

Safeguarding, information governance, basic life support, fire safety, infection prevention and control, equality and diversity. Log completion in the staff training record.

Set clear probation goals and performance expectations CQC

Documented goals agreed jointly with the new starter. Cover key responsibilities, performance standards, and how progress will be measured.

First formal one-to-one review with line manager CQC

Held at approximately 4 weeks. Cover training completion, initial performance, any emerging concerns, and wellbeing. Document the conversation and agreed actions.

Introduce to team meetings and collaborative working

Invite to any regular team meetings, clinical huddles, or MDT meetings relevant to the role.

Tailor remaining induction to the individual's role and background

An experienced practice nurse needs a different journey to a newly qualified one. Review the induction plan and adjust based on what they already know and what gaps still exist.

Check in on wellbeing and any support needs

Ask directly how they're finding the role. Do they feel supported? This conversation, documented, is evidence of your wellbeing culture.

Mid-probation review at 3 months CQC

Formal documented review. Assess progress against probation goals, address any performance concerns with a written improvement plan if needed, and check wellbeing.

Collect feedback on the onboarding experience CQC

Ask what worked well, what could have been better, and whether they felt properly supported. Record the feedback.

Confirm team integration — do they feel part of the practice?

Ask directly whether they feel connected to the team. If the answer is no, act on it.

Discuss development goals and any training needs

What do they want to develop in the next 6 to 12 months? What additional training or experience would help them?

Update the induction process based on feedback received

Use the feedback from this induction to improve the process for the next new starter. Document what changed and why.

End of probation review — confirm in post or agree next steps CQC

At 6 months: confirm in post with written confirmation, extend with clear reasons and a new end date, or begin a managed exit process. All outcomes must be documented.