1. YOUR PREPARATION FOR DAY 1 Consider appointing a ‘Buddy’. A Buddy is usually a co-worker, who can act as a guide and adviser to the new recruit. Engage with the appointed colleague to ensure they are briefed on their roles and responsibilities (see Buddy guide in Induction Toolkit) Ensure that the line manager (or Buddy if appointed) is available to meet the new colleague on day 1 Prepare an Induction Plan (see next section – What should be Included in an Induction Plan?) Issue a communication to all existing colleagues that a new member of the team will be starting, asking them to join in making the new recruit as welcome as possible If you have someone who is responsible for the Reception area, advise them of the new recruit’s name, so it is clear the colleague is expected What IT access/equipment will the colleague require and how much of this can be organised ahead to be available on Day 1? Does the colleague need a uniform and any other specialist equipment/clothing? Can this be ordered ahead and be ready for Day 1? 8 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

2. WHAT SHOULD BE INCLUDED IN AN INDUCTION PLAN? A good induction programme should provide the new employee with the following elements: Details of the organisation’s history, its culture and values, and its products and/or services A clear outline of the job/role requirements Explanation of terms and conditions, including key policies Practical Information such as office opening hours, how to contact IT, when the fire alarm practice takes place, how to book holiday, arrival procedures, process for claiming expenses. Orientation Physical - describing where the facilities are Organisational – showing how the employee fits into the team and how their role fits with organisation’s strategy and goals The Induction toolkit provides a practical checklist for you to use 9 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 9

3. OTHER THINGS TO CONSIDER Also consider the individual’s circumstances. For example, a new starter with considerable recent work experience may have a different induction need from the person with little or no experience. Other examples of individual circumstances to consider: School and College leavers People returning to work after a break in employment, or changing their work situations Employees with disabilities Management /professional trainees Night workers/Shift Workers – consider if they will need some time on days or modified shifts to successfully complete their induction Information you have learnt from the experience/feedback of previous new recruits 10 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