Introduction
Welcome to Oil Analysis Laboratories! This Induction and Onboarding Policy aims to provide a structured and efficient process for integrating new employees into our innovative and fast-paced work environment. Our unique rapid acid digestion technique, LubeWear, and other proprietary technologies require a high level of competence, which this policy aims to instil from day one.
Scope
This policy applies to all new employees, contractors, and interns joining Oil Analysis Laboratories.
Objectives
- To ensure a smooth transition into the company culture and work environment.
- To provide essential training on our unique technologies and methodologies.
- To establish clear expectations and performance benchmarks.
Induction Process
Day 1: Welcome and Orientation
- Welcome Session: Introduction to the company’s mission, values, and culture.
- Facility Tour: A walk-through of the lab and office spaces.
- Health and Safety Briefing: Overview of safety protocols, including emergency exits and first-aid locations.
- Confidentiality & The customer: briefing of customer respect processes and handling data in accordance with GDPR.
- Self directed training materials: You will during your training period be allocated time to learn using our online training portal for induction processes including policies such as manual handling, fire awareness introduction (until the next fire marshall course), quality in a lab, safe working practices, stress management and additional lab and HR policies and practices. This material will include videos and mini examinations at the end of each module to confirm your understanding.
Week 1: Basic Training
- Company Systems: Training on the use of internal software, Laboratory Information Management System (LIMS) email, and other communication tools.
- Introduction to Oil Analysis:
- Quality Control: Introduction to our quality standards and expectations.
Week 2: Role-Specific Training
- Technical Training: In-depth training on role-specific tasks and technologies.
- Soft Skills: Workshops on communication, teamwork, and customer service.
- Documentation: Training on record-keeping and compliance requirements.
Initial Onboarding Process
Month 1: Skill Assessment
- Technical Competency Check: First assessment to gauge understanding and application of training.
- Soft Skills Evaluation: Assessment of communication and teamwork skills.
Month 3: First Performance Review
- Initial Performance Review: A formal review to discuss performance, challenges, and future goals.
- Training Recap: Additional training sessions may be scheduled based on performance review outcomes.
Extended Onboarding Process
6-Month Milestone: Intermediate Skill Assessment
- Technical Competency Re-evaluation: A more advanced assessment to gauge the application of skills learned and their impact on work quality.
- Project Review: Evaluation of the employee’s contributions to ongoing or completed projects.
- Feedback Session: A one-on-one meeting to discuss performance, provide constructive feedback, and set new goals.
1-Year Milestone: Annual Performance Review
- Comprehensive Performance Review: A formal, in-depth review covering all aspects of the employee’s performance, including technical skills, soft skills, and adherence to company policies.
- Career Development Plan: Introduction of a tailored career development plan, outlining potential paths for growth within the company.
- Certification Audit: Review of all required and optional certifications to ensure they are up-to-date.
18-Month Milestone: Leadership and Specialisation
- Leadership Training: Introduction to basic leadership and management skills, even for non-managerial roles, to foster a culture of responsibility.
- Specialisation Training: Depending on the employee’s role and career path, specialised training in areas like advanced techniques or project management. Some processes at this stage may require NDA signatures for specific methods and details of intellectual property if applicable.
- Peer Review: Employees are reviewed by their peers to gain different perspectives on their performance and teamwork skills. This may include 360 assessments of any management roles up and down to establish their interactions in all aspects of the business.
2-Year Milestone: Advanced Competency and Retention
- Advanced Technical Assessment: A rigorous evaluation designed to identify areas for further skill development or specialisation.
- Retention Interview: A formal discussion focused on the employee’s job satisfaction, future goals, and any concerns they may have.
- Long-Term Planning: Finalisation of a long-term career development plan, including potential for promotions or transitions to different roles.
Documentation
- Training Records: All training sessions and assessments must be documented in your internal electronic HR files.
- Compliance Certificates: Any certifications earned will be recorded in the internal training software.
- Career Development Files: Maintenance of an ongoing file documenting the employee’s career development discussions, plans, and agreed-upon actions to foster a continuous improvement culture with every employee.
Compliance
Failure to adhere to this policy may result up to and including disciplinary action, up to and including termination.
Review
This policy will be reviewed annually to ensure it remains aligned with company objectives and industry best practices.
By implementing this Induction and Onboarding Policy, we aim to set the foundation for a competent and efficient workforce, capable of upholding the high standards of Oil Analysis Laboratories.
