Handcrafted Policy - Recent changes [en]

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Seymour Jacklin — Fri, 06 Nov 2026 10:42:55 GMT

← Older revision		Revision as of 10:42, 6 November 2026
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	* [[Safeguarding Vulnerable Adults Policy]]		* [[Safeguarding Vulnerable Adults Policy]]
	* [[Staff Wellbeing Policy]]		* [[Staff Wellbeing Policy]]
	* [[Statement of Purpose: ~~Engage Hub~~]]		* [[Statement of Purpose: Young People's Teams]]
	* [[Supported Employment Policy]]		* [[Supported Employment Policy]]
	* [[Supported Housing Policy]]		* [[Supported Housing Policy]]
	* [[Training Policy]]		* [[Training Policy]]
	* [[Volunteer Policy]]		* [[Volunteer Policy]]

Workforce Plan: Engage Hub

Seymour Jacklin — Fri, 06 Nov 2026 10:42:15 GMT

Seymour Jacklin moved page Workforce Plan: Engage Hub to Workforce Plan: Young People's Teams

New page

At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community.

This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively.

This plan will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Deputy Director of Operations: Young People|'''Deputy Director of Operations: Young People''']]
|-
|'''Last review and approval'''
|28/11/2024
|}

= Experience and Qualifications of Staff and Managers =

Staff take part in mandatory training cycle over the course of a year (see Annex 1). Staff’s participation in training is monitored and recorded by their line manager. Any additional training and professional development will be identified and pursued by the registered service manager.

A current list of our staff with their experience and qualifications is available on request by emailing the Deputy Director of Operations: Young People.

= Staff Induction and Core Training =

An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2).

The following must be completed within the first two weeks, before staff can receive their 'blueshirt':

* Safeguarding training delivered by the Senior Support Worker.
* Record-keeping training.
* Internal induction videos covering: Handcrafted's solution-focused and person-centred approach; confidentiality and disclosure; conditioning awareness; lone working basics; principles of risk assessment.
* Online training: NCSC Cyber Security; Prevent Awareness and Suicide Awareness Training.
* Understanding Handcrafted's key policies and procedures, including safeguarding and Health & Safety.
* Meeting young people in Handcrafted activities and houses.
* Staff shadowing.
Further role-specific training and induction tasks are covered by the induction plan, to be completed within the probationary period.

= Staff Probation =

For all staff, there is a probationary period of three months, unless otherwise agreed by their line manager. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed.

During the first week, line managers will discuss with staff the expectations for induction and the probationary period. Probation will be passed if:

* all induction tasks have been completed.
* both the line manager and staff member are satisfied that the role responsibilities outlined in the job description can be carried out with confidence and competence.
* the line manager has no significant concerns about general performance, work ethic and alignment with Handcrafted's mission and values.

If these criteria have not been met, the probationary period will either be extended or failed.

= Poor Performance =

Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a [[Capability Policy]].

= Staff Supervision and Monitoring =

Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

Staff will have a Personal Development Review (PDR) with their line manager every 6 months. The PDR is an opportunity for staff to reflect on their role, share any wellbeing concerns, identify training needs, set targets for the next 6 months and receive feedback from their line manager. Any concerns relating to performance and capability will be followed up in line with the [[Capability Policy]].

Notes and decisions from supervisions will be stored on to refer to in future meetings.

= Review =

The registered person will keep this plan under review, and where appropriate, revise it, and make a copy of the workforce plan available on request to Her Majesty's Chief Inspector of Education, Children's Services and Skills (CIECSS).

The registered person will report to the board of trustees on a quarterly basis to confirm that the plan has been satisfactorily reviewed.

= Annex 1 - Handcrafted Staff Training =

Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics, including:

* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
* Handcrafted Empowerment Matrix (living space, using time, coping strategies, social life, self-confidence)
* Safeguarding, including UK Government Prevent
* Suicide Prevention (including online certification)
* Addictions
* Personality disorders
* Domestic abuse and coercive control
* Hazards of helping, including conditioning and lone working
* Developmental trauma, including trauma informed conversations.
* Solution focused therapy and conversations

In addition, support workers have monthly meetings to discuss best practice and work through case studies with a senior support worker.

Many staff are also trained in first aid and food safety.

= Annex 2 - Handcrafted Staff Induction =

'''Pre-induction:'''

* Uniform to be arranged.
* Send over links to DBS.
* Obtain two references.
* IT setup.
* Initial timetable to be arranged and emailed in advance.

'''Induction expectations for line managers:'''

* Meet with staff at least once a month during probationary period to review their work/settling in.
* Meet at the end of probationary period to review their work.
* Arrange a ‘shadow’ day with another member of staff who has the same job role.
* Everything on induction checklist to be completed within 3 month probationary period.

'''IT - Systems Support Officer'''

* Set-up email account
* Access to Google Drive and Calendar
* Access to Airtable/Airtable forms
* Arrange work laptop/phone
* Holiday booking procedure
* Mileage/expenses forms
* Contact details, photo consent, medical details and next of kin details recorded (Airtable)

'''Admin – Line Manager'''

* Job overview and expectations (and how this role fits into the organisation as a whole)
* Account details and P46 completed and forwarded to finance
* Sign contract
* Working hours expectations
* Personal mental-health care, stress, and external debriefing
* Initial supervision and personal success plan meeting
* Book in monthly reviews
* Get a set of keys (if appropriate/necessary)
* Uniform
* Book First Aid training
* Add to WhatsApp groups

'''DBS/Safeguarding – Designated Safeguarding Lead'''

* DBS self-certification complete and return to safeguarding lead
* DBS document check
* DBS certificate received

'''Record Keeping - Senior Support Worker'''

* Record-keeping good practice
* Airtable notes (and what happens to them)
* When to flag a safeguarding concern (and what happens)

'''Training''' '''- Training Manager'''

* Person-centred approach video
* Safeguarding video
* Confidentiality and disclosure video
* Conditioning Awareness video
* Lone Working video
* Risk Assessment video
* Privacy and devices policy
* Prevent (online training)
* Suicide prevention (online training)

'''Familiarisation - Line Manager'''

* Meet team colleagues
* Meet Dan
* Meet John
* Strategic plan, mission and values conversation
* Organisational overview
* Durham hub visit
* Gateshead hub visit
* CLS hub visit
* Practical workshop session and induction
* Tour of housing

= Annex 3 - Capability Policy =

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

== Principles ==

=== Early Intervention ===

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

=== Supportive Approach ===

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

=== Fair and Objective Assessment ===

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

=== Training and Development ===

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

=== Performance Improvement Plan (PIP) ===

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

=== Review and Monitoring ===

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

=== Dismissal as a Last Resort ===

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

== Procedure ==

=== Informal Stage ===

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

=== Formal Stage (Performance Improvement Plan - PIP) ===

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

=== Review Meetings ===

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

=== Consideration of Further Actions ===

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

=== Confidentiality ===

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

=== Appeals ===

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

Statement of Purpose: Engage Hub

Seymour Jacklin — Fri, 06 Nov 2026 10:40:31 GMT

Seymour Jacklin moved page Statement of Purpose: Engage Hub to Statement of Purpose: Young People's Teams

New page

At Handcrafted, we believe in creating safe, empowering spaces where young people can develop independence and thrive in their communities.

This Statement of Purpose outlines the provision of supported accommodation services for looked after children and care leavers aged 16/17, detailing our accommodation, support, organisational structure, safeguarding measures, and complaints procedures.

This statement will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
|-
| Group or individual responsible for review || [[Deputy Director of Operations: Young People|'''Deputy Director of Operations: Young People''']]
|-
| '''Last review and approval''' || 16/02/26
|}

= Overview =

== Registered Address ==

Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

== Registered Manager ==

VACANCY (covered by Dan Northover pending appointment of new Registered Manager)

== Categories of Supported Accommodation ==

Categories 1 and 2

== Mission Statement ==

Handcrafted's mission is to connect with the most excluded people in society and offer support, housing, training, and opportunities that can empower them to turn their own lives around.

== Handcrafted Ethos ==

Handcrafted have four key values that underpin all support offered to young people. They are:

* Creativity - everyone can make something to be proud of
* Empathy - we will walk through challenges together, shoulder to shoulder.
* Empowerment - everyone can learn to take back control in their lives.
* Community - we accept people just as they are, and we support each other.

== Charitable Objectives ==

* To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society.
* The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.

== Principles ==

We are dedicated to offering holistic support that empowers individuals and fosters their growth, well-being, and independence. Our policy is built upon a foundation of key principles that guide our approach to housing provision and support services:

=== Person-Centred Approach ===

At Handcrafted, we place individuals at the heart of everything we do. Our person-centred approach ensures that each resident's unique needs, preferences, and aspirations are at the forefront of their support journey. We believe in recognizing and respecting the inherent dignity of every person, tailoring our services to create a supportive environment that truly values and celebrates individuality.

=== Trauma-Informed Care ===

Understanding the impact of trauma is essential to our approach. Our trauma-informed care recognizes the potential histories of adversity that our residents may carry. We aim to create a safe, empathetic, and non-judgmental space that acknowledges and responds to trauma, fostering healing and resilience.

=== Strengths-Based Perspective ===

Every individual possesses strengths, talents, and capabilities. Our strengths-based perspective seeks to uncover and amplify these inherent qualities, empowering residents to harness their potential and build a foundation for personal growth and self-sufficiency.

=== Appropriate Risk Taking and Harm Reduction ===

We understand that growth often involves taking risks. Our approach to risk-taking emphasizes informed decision-making and harm reduction. We encourage appropriate risk-taking that supports residents in exploring new opportunities while minimizing potential harm, enabling them to navigate their path to independence with confidence.

=== Solution-Focused Approach ===

Our solution-focused methodology directs our efforts toward identifying practical and actionable solutions. We collaborate with residents to overcome challenges and barriers, working together to create a positive and constructive path forward.

= Accommodation Provision =

Handcrafted accommodation for young people is for unaccompanied asylum-seeking children and children in care preparing for independence. We anticipate young people (16-25 years old) living in Handcrafted accommodation; with each house containing between one and six young people dependent on support needs identified at the point of referral and through regular in-house and multi-agency reviews.

All Handcrafted properties' appropriateness is reviewed at least annually, incorporating both the fabric of the building and local area. When young people move into Handcrafted housing, it is made clear to young people that Handcrafted is a service available for as long as required. As an operator of supported housing for adults, we anticipate that a number of young people will continue to require support after their eighteenth birthday. All young people sign a license agreement with Handcrafted when they move in, which is not time limited or age dependent. All rights and terms and conditions are outlined in this.

As part of the support for young people, support workers do regular house checks to communal areas, and to individual bedrooms where appropriate. These checks ensure that the space is furnished well; that the space feels safe and secure; identifying and removing any hazards; ensuring there are no additional fire and health and safety risks; and that any maintenance tasks are passed on to our housing team in a timely fashion.

Handcrafted ensure that young people feel their space feels like it is their own. We encourage young people to personalise and decorate the house, which support workers help with (painting, putting up pictures etc.). Handcrafted involve young people in all decisions about their living space to suit their individual needs and personalities.

When young people start living in a Handcrafted house, we ensure that they are registered with a GP within the first three days of living there, and are registered with a dentist and optician within the first two weeks of moving in. Within the first two weeks, support workers also have conversations with young people about what their interests and needs are, and Handcrafted staff find and liaise with services in the community which young people can access. They can be statutory services (e.g education, healthcare) or tailored to interests and lifestyle (e.g religious groups, sports clubs, barbers, shops, gyms). Support workers will explore the local area with young people identify opportunities for community and social integration and assist young people to be involved. We help young people attend all appointments and access college and groups they are interested in.

Handcrafted provide community activities to gather young people who in the first instance struggle to engage with wider community activities. We run catering sessions which we invite young people to take part in or to teach other young people how to cook. We have regular meals where we eat together, to build safe friendships between young people within Handcrafted's service and similar young people living with other providers. We run cultural activities for all young people to experience the local area, and to explore parts of their immediate community and other parts of the North East.

Our housing has doorbell cameras which staff can access. We do not have surveillance inside the properties to respect privacy of the young people. All young people are informed about the doorbell cameras and understand that the purpose is not to spy on them, but rather to keep them and their living space safe. Doorbell cameras are regularly reviewed to check the safety of the young people. As part of our regular house checks, support workers check that the external and internal doors are lockable and safe.

All our houses and bedrooms have adequate internet connection. Support workers ensure that young people have mobile credit, allowing them to call Handcrafted staff or other services in the event of emergency. Provision of basic items is similar between category 1 and 2 housing, outlined below.

== Category 1 - Single Occupancy ==

Each single occupancy house or flat has a bedroom, a kitchen, bathroom and lounge/living space. Handcrafted provide all furniture reasonably expected (bed, mattress, bedding, wardrobe, drawers, desk and chair, towels, sofas, dining table, oven and hobs, microwave, kettle, toaster, kitchen equipment, television, washing machine, airer).

== Category 2 - Shared Housing ==

Each young person has a private lockable bedroom. Each bedroom is supplied with the following: bed, mattress, bedding, wardrobe, drawers, desk, chair and towels. Each house then has a shared kitchen, bathroom and lounge/living space. Handcrafted provide all furniture reasonably expected (sofas, dining table, oven and hobs, microwave, kettle, toaster, kitchen equipment, television, washing machine, airer).

Any additional individual needs for any space is adapted for the young person. Whether at point of referral, or during ongoing visits, support workers identify any issues that arise and work out solutions with young people (e.g., young people observing a halal diet have to go out of County Durham to buy halal food, so our support workers put time aside to drive them to a halal shop every week).

= Organisational Structure =

== Support Provision ==

Handcrafted promote an asset-based approach to all work with young people. Through identifying strengths and passions with young people, we shape our support to empower them to turn their lives around to pursue positive things in their lives. We regularly consult young people in key working sessions about what they want to strive for, and break that down to manageable steps for that week/period. Through key working sessions, support workers remind young people what their entitlements are. Young people are reminded this is also in their license agreement. If young people have a question about the license agreement, through difficulty understanding or reading it, staff will ensure they read this for young people and talk them through any arising issues.

Support workers attend appointments with young people, work to a personalised independent living plan, and work on individualised progression routes. We help young people take steps towards independent living in the community without needing Handcrafted support.

Support workers offer individually tailored support in key working settings, helping young people learn key skills for adulthood including budgeting, healthy routines and positive coping strategies. Staff create a independent living plan, outlining parts of independent living that young people can do unaided, and parts that still need support. This is reviewed weekly as part of our support planning meetings.

The support workers also organise and deliver group activities, providing supportive community settings for peer-learning and to build positive relationships between young people. A mix of social activities and practical skills training helps young people identify and build on their own strengths to grow their own identity and sense of purpose. We work on this unaccredited training whether young people are attending other education or not.

As young people feel a sense of belonging to a community, they grow in confidence and motivation, developing their sense of self-worth. This empowers them to face the difficulties of transitioning into adulthood, with the added challenges of leaving the care system or starting life in a new country and community. Our support workers help them access other key services for social integration, including health, employment and financial appointments, formal education and local amenities such as gyms and green spaces.

= Safety & Integration =

All Handcrafted staff receive regular training about safeguarding in line with our safeguarding policy for adults and children. As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all staff members. These include:

* [[Record Keeping Quick Guide|Record Keeping Guidelines]] - How to make sure that your written records are accurate and relevant.
* [[Lone Working Essentials|Lone Working Policy]] - How to protect yourself and others from risk of harm or false allegations in the context of lone working.
* [[Confidentiality Essentials|Confidentiality Guidance]] - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

Handcrafted staff work with young people to access medical appointments and support for physical and mental health issues. As part of our induction for young people, we ensure all young people understand how and when to contact the emergency services in critical moments.

External contacts for staff reporting incidents for adults and children are outlined in the safeguarding policy.

= Complaints & Protection =

Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Complaints by or on behalf of young people can be raised with Dan Northover (dan@handcrafted.org.uk). If the complaint is about Dan Northover, then this can be raised with Charlotte Clarke (Chair of Trustees - charlotte.clarke36f@gmail.com). The appropriate individual will then supply the complaints policy.

A person involved in the support or protection of a young person can access child protection policies by asking their registered manager.

== Complaints Procedure ==

Handcrafted encourages young people to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice. For the full procedure see our [[Complaints Policy|Complaints Policy]]

Complaints can be made for a number of reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Not providing adequate support

Confidentiality will be maintained throughout the complaints procedure. Only those staff that need to know about the complaint will have access to details.

Management support will be offered to young person from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that young people may encounter. This may be from friends, relatives, advice centres or local advocacy group.

Complaints may take the form of a formal letter or email addressed to a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be sorted out quickly and to the satisfaction of the young person at this stage, it will not be necessary to treat it as a formal complaint.

All complaints, whether formal or informal, are always discussed through the line management structure and are logged.

== Contact Details for Complaints ==

'''Name:''' Dan Northover

'''Role:''' CEO

'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

'''Email Address:''' dan@handcrafted.org.uk

'''Name:''' Charlotte Clarke

'''Role:''' Chair of Trustees

'''Postal Address:''' Handcrafted Projects, Unit 21 Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG

'''Email Address:''' charlotte.clarke36f@gmail.com

Workforce Plan: Engage Hub

Rebekah Hook — Thu, 05 Nov 2026 17:14:25 GMT

Staff Induction and Core Training: ongoing updates

← Older revision		Revision as of 17:14, 5 November 2026
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	= Staff Induction and Core Training =		= Staff Induction and Core Training =

	An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2). ~~The following must be completed within the first five working days:~~		An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2).

	* Safeguarding training by the ~~Safeguarding Officer or Deputy Safeguarding Officer.~~		The following must be completed within the first two weeks, before staff can receive their 'blueshirt':
	* Health and safety training.
			* Safeguarding training delivered by the Senior Support Worker.
	* Record-keeping training.		* Record-keeping training.
			* Internal induction videos covering: Handcrafted's solution-focused and person-centred approach; confidentiality and disclosure; conditioning awareness; lone working basics; principles of risk assessment.
			* Online training: NCSC Cyber Security; Prevent Awareness and Suicide Awareness Training.
			* Understanding Handcrafted's key policies and procedures, including safeguarding and Health & Safety.
	* Meeting young people in Handcrafted activities and houses.		* Meeting young people in Handcrafted activities and houses.
			* Staff shadowing.
			Further role-specific training and induction tasks are covered by the induction plan, to be completed within the probationary period.

	= Staff Probation =		= Staff Probation =

	For all staff, there is a probationary period of three months. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed. ~~Line~~ managers will discuss with staff ~~key milestones that are expected by~~ the ~~end of their probation during their first week at work~~. ~~This~~ will ~~form~~ the ~~basis for confirming~~ that ~~employment will continue after~~ the ~~three-month~~ period.		For all staff, there is a probationary period of three months, unless otherwise agreed by their line manager. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed.

			During the first week, line managers will discuss with staff the expectations for induction and the probationary period. Probation will be passed if:

			* all induction tasks have been completed.
			* both the line manager and staff member are satisfied that the role responsibilities outlined in the job description can be carried out with confidence and competence.
			* the line manager has no significant concerns about general performance, work ethic and alignment with Handcrafted's mission and values.

			If these criteria have not been met, the probationary period will either be extended or failed.

	= Poor Performance =		= Poor Performance =
Line 41:		Line 55:
	Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.		Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

	Staff will have ~~formal supervision quarterly~~. ~~Supervision~~ will be ~~structured and shaped by individual staff~~ with ~~their manager~~. Notes and decisions from supervisions will be stored on to refer to in future meetings.		Staff will have a Personal Development Review (PDR) with their line manager every 6 months. The PDR is an opportunity for staff to reflect on their role, share any wellbeing concerns, identify training needs, set targets for the next 6 months and receive feedback from their line manager. Any concerns relating to performance and capability will be followed up in line with the [[Capability Policy]].

			Notes and decisions from supervisions will be stored on to refer to in future meetings.

	= Review =		= Review =
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	= Annex 1 - Handcrafted Staff Training =		= Annex 1 - Handcrafted Staff Training =

	Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics:		Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics, including:

	* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)		* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
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	* Send over links to DBS.		* Send over links to DBS.
	* Obtain two references.		* Obtain two references.
	* ~~Charlie to~~ setup IT.		* IT setup.
	* ~~Schedule~~ to be arranged and emailed in advance ~~(use the induction checklist to help make a schedule)~~.		* Initial timetable to be arranged and emailed in advance.

	'''Induction expectations for line managers:'''		'''Induction expectations for line managers:'''

Probationary Period

Rebekah Hook — Tue, 03 Nov 2026 13:38:41 GMT

← Older revision		Revision as of 13:38, 3 November 2026
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	When you start to work for Handcrafted, you will be on a probationary period which is designed to give you more intensive support as you get to know the job and to quickly address any difficulties that you might be facing.		When you start to work for Handcrafted, you will be on a probationary period which is designed to give you more intensive support as you get to know the job and to quickly address any difficulties that you might be facing.

	The probationary period lasts three months and can be extended at your line manager's discretion. During this time, in addition to maintaining close contact with you, your line manager will ~~formally~~ meet with you ~~at least once a month~~ to review your work and ensure you are settling in well. A final review meeting is conducted at the end of the probationary period to assess performance. If satisfactory, the continuation of your employment will be confirmed.		The probationary period lasts three months and can be extended at your line manager's discretion. During this time, in addition to maintaining close contact with you, your line manager will meet with you regularly to review your work and ensure you are settling in well. A final review meeting is conducted at the end of the probationary period to assess performance. If satisfactory, the continuation of your employment will be confirmed.