Staff induction checklist

Download as PDF

Your Name*

Valid Email*

Enter characters*
 captcha here:

Receive Updates 

Privacy | PDF Terms of Use

This staff induction checklist identifies the main aspects that need to be addressed at each phase of the induction for a new employee. Whilst the induction checklist is generic, we hope this will help you tailor it to suit your organisation, including timescales.


  • Job offer made and accepted
  • Start date and time confirmed to employee, manager and colleagues providing induction support
  • Identify who will greet new employee on first day and who will support the induction programme
  • Identify and order technology needed for the role e.g. computer, laptop and associated software, mobile
  • Identify and order equipment needed for the role e.g. desk, safety gear
  • Notify payroll of new starter contract employment details
  • Assign company car where needed
  • Create induction information pack
  • Arrange first day
  • Update internal records e.g. telephone directory, organisation chart
  • Finalise Job Induction Programme and communicate to key support areas
  • Send welcome message to new employee e.g. email, telephone, text

Day One: Complete Employment Administration

  • Employment contract signed and returned
  • P45, right to work, licenses and certificates obtained
  • Bank details obtained
  • Absence and other critical Employment Policies explained
  • Record vehicle registration
  • Explain site security, procedures for entering and leaving premises and recording work attendance
  • Issue security pass, credit card, business card

Back to Top

Day One: Organisation Guidance

  • Explain Induction process, timing and provide an outline of their Induction Programme
  • Explain health and safety procedures including first aid resources, reporting of accidents
  • Explain the resources and people within the organisation
  • Give an insight into the Social aspects of the organisation e.g. catering arrangements, local facilities, clubs, sports
  • Provide an information pack, e.g. synopsis of the organization, its services and products; organisation chart, a glossary of terms
  • Introduce and handover to Line Manager or Induction Buddy

Day One onwards: Job Induction

  • Ensure new employee works through their planned Job Induction Programme that is monitored by their manager covering the following elements:
    • Organisation awareness: site tour, familiarization of products, services, and our customers
    • Introduction to colleagues, i.e. colleagues, peers, senior manager/s, department health and safety representative
    • Organisation and Department systems and procedures: how do I need to operate in terms of standards, systems, legislation; use of equipment and resources, use of company computers, telephones and other technology; routine administration and resources
    • Job performance and measurement: what is expected of me, how do I fit in, and how will I be measured
    • Other departments/functions: what they do, who they are and how they operate
    • Internal customers/colleagues: how we can help and support each other
    • External networks and resources: who are they and how can we access them
  • Conduct interim reviews with employee against completion of their Job Induction Programme
  • Check successful progress of the employee’s probationary period and address any gaps

Month One to Month Three: Company Induction/Orientation

  • Ensure new employee receives training to help orientate them to their new organisation, the people and how it operates e.g.
    • Organisation’s potted history
    • Organisation’s structure, mission, vision, and values
    • Organisation’s business plan, annual goals and key performance targets as well as key challenges
    • Organisation’s products and services
    • Health and safety and any legislative training

    Back to Top


About the Author

Written by .

A few of our clients...