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Learn the crucial role an effective induction and probation period has in setting clear safeguarding expectations and ensuring new staff members thrive in their role.

Setting clear expectations of conduct, attitude and behaviour throughout the induction and probation period, and applying a safeguarding mindset when identifying and managing any early concerns is important.

It helps you to:

  • ensure new recruits are clear from the beginning of their employment about what is expected of them in terms of their conduct and behaviour
  • identify any concerns or areas for improvement in conduct at an early stage and manage issues before they escalate
  • make sure you record information about conduct and concerns so that it can be appropriately shared if required.


Ways to apply a safeguarding mindset

Here's some tips on how to apply a safeguarding mindset to staff induction and probation.

  1. Develop and embed a code of conduct for all employees which is shared with new recruits as part of the offer of employment documentation and during induction.
  2. Have a clear set of induction standards and an induction plan which all managers are responsible for following with new recruits, including an emphasis on expected conduct, boundaries, safeguarding and sharing of concerns.
  3. Provide new staff with relevant training on safeguarding and safer working practices, appropriate conduct and living your values and behaviours in their work.
  4. Put in place probationary periods for new recruits and a process for managing people in their probationary period to include regular one to ones with their line manager where conduct, performance and development needs are discussed at least monthly.
  5. Identify and share any concerns about the conduct of individuals during their induction and probationary period in a timely manner, giving them an opportunity to address concerns and improve their performance.
  6. Record any conduct and safeguarding concerns in the induction and probationary period, detailing evidence of the concerns, training and support put in place, improvements and actions taken.
  7. Extend probationary periods where there are concerns about the individual’s conduct in post to give them an opportunity to improve, supported by close management and monitoring of their conduct.
  8. Use the probationary period final review to decide on continuing to employ the individual or not based on whether their conduct is suitable for the role.



Here are some resources to help you apply a safeguarding mindset during induction and probation.

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Pages 18-22 of this checklist will support you during induction and probation.