https://club.hcqc.co.uk/c/self-audits/edit-lesson/sections/517638/lessons/2387066
New starters in general practice — whether clinical or non-clinical — arrive with enthusiasm, varied experience, and a desire to contribute meaningfully to patient care. However, their success depends not just on their skills, but on how effectively we onboard, support, and embed them into the team from day one.
This week’s audit focuses on the staff induction and probation process — a critical foundation for ensuring safety, performance, and workforce wellbeing.
Why This Audit Is Important
1. Safer Practice Starts with Structured Induction
A thorough induction is essential to safeguard patients and staff. It ensures that new employees understand key policies such as safeguarding, confidentiality, infection control, and how to use clinical systems. This reduces errors, prevents confusion, and establishes expectations early.
Linked We Statement: Safe and effective staffing (Safe)
“We make sure there are enough qualified, skilled and experienced people, who receive effective support, supervision and development. They work together effectively to provide safe care that meets people’s individual needs.”
2. Probation Is Not Just a Formality — It’s a Support Window
The probation period should be proactive, offering mentorship, guidance, and performance feedback. It helps identify gaps, flag issues early, and support new team members before problems arise. Practices that use this time effectively tend to retain staff longer and build stronger teams.
Linked We Statement: Workforce wellbeing and enablement (Caring)
“We care about the wellbeing of our staff, and we support and enable them to deliver person-centred care.”
3. Good Governance Includes Induction Oversight
Induction isn’t just about training — it’s also about compliance. Ensuring that right-to-work checks, immunisation records, mandatory training and DBS processes are completed and recorded is vital for CQC readiness and legal compliance.
Linked We Statement: Governance, management and sustainability (Well-led)
“We have clear responsibilities, roles, systems of accountability and good governance. We use these to manage and deliver good quality, sustainable care, treatment and support. We act on the best information about risk, performance and outcomes, and we share this securely with others when appropriate.”
4. Culture Begins on Day One
The way a new staff member is welcomed and introduced to the team speaks volumes. A supportive culture where values and expectations are clearly shared from the outset builds a resilient and compassionate workforce.
What This Audit Helps You Uncover
- Are your induction processes clear, structured, and role-specific?
- Is the probation period consistently monitored with feedback and support?
- Are compliance requirements documented and tracked?
- Do new team members feel connected, supported, and part of your values-driven culture?
From “Assuming Everything’s Fine” to “Knowing Everything’s Fine”
This audit moves your practice from informal assumptions to structured assurance. It helps you identify not just where gaps exist, but how your team experiences onboarding — and whether the systems in place truly enable them to succeed.
