1. How to Structure an Induction Plan (2)
Prioritise the key information required for Day 1. If for example if there are special health and safety requirements, it is important that the new starter understands these immediately - otherwise there is the risk of the colleague being exposed to unnecessary danger/endangering their co-workers.
Try to let new starters complete some practical work, as this will assist their learning and enable them to relate what they are being taught to what they will be doing.
Making a plan of activity for Month one (and the following months where appropriate) avoids problems that can arise in trying to arrange time in the future, when the employee has become established in their job.
Ensure that any mandatory competence training/certification requirements are built into the plan.
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2. How to Structure an Induction Plan (3)
Build in regular one to one meetings between the new recruit and their line manager/supervisor. Use these meetings to celebrate milestones, and recognise key successes.
Review the progress of the induction plan and evaluate it – is it meeting the needs of the new recruit/organisation? Be prepared to revise/adjust it if appropriate – encourage the inductee to identify any additions to the plan to support any gaps they feel remain in their knowledge/learning.
These meetings also give the colleague the opportunity to talk about successes, and raise any concerns or issues.
Recommended Schedule of One to One Meetings  
End of Day one
End of Week 1
End of Month One
End of Month Two
End of Month Three
The Lloyds Bank Foundation is committed to providing this information in a way that is accessible and useful for charities. This information, however, is not in any way intended to amount to authority or advice on which reliance should be placed. You should seek professional advice as appropriate and required