Effective onboarding of new workers sets the foundation for good performance and engagement with your organisation. A well-structured induction process is an essential starting point to introduce new recruits to your organisation, your values, and way of working. As part of their induction, all new workers should complete the NDIS Worker Orientation Module: ‘Quality, Safety and You’, if they haven’t already done so. 

• Organisational structure and responsibilities: This builds on the position description. New recruits need to know what is expected of them, who they will be working with and who to go to if they are unsure or need support.
• Capabilities for the role: As a service provider you are responsible for making sure workers have the capabilities they need for the work they are asked to do. Encourage new workers to refer to the capabilities in the NDIS Workforce Capability Framework for their role (for example General Support Work) for a clear idea of expected attitudes, skills, and knowledge. 
• Organisational policies and procedures: In addition to capabilities, new recruits need to know about the key policies or procedures they need to follow. For example, what does a zero-tolerance policy mean for them in the role they are performing? Or, for tasks such as PEG feeding that need to be done in a particular way, what is the procedure they need to follow for the individual receiving support.
• Orientation to practice: This will depend on the role. A new support worker will need an introduction to the person they are supporting and the activities they will be carrying out. ‘Shadow shifts’ or ‘buddy shifts’ are a common method to introduce new workers to the role. When using this approach, make sure the experienced worker can demonstrate and explain the key requirements and check that the new recruit is able to follow their lead. Workers also need opportunities to touch base and ask questions, especially in the first few months after appointment. Make sure each worker knows who they can contact for advice.
• Ongoing support: Lack of support is a common reason for early worker turnover, particularly where workers are working 1:1 in participants’ homes. Consider how to provide regular points of connection and contact with both peers and supervisors.

Congratulations on reaching the end of your recruitment process! Remember to re-visit these tools and templates next time you need to recruit a new worker.