Redesigning induction to be safe, compliant and human
Jill Leishman, Learning & Information Manager at North East Scotland College (NESCol) led a major overhaul of induction, replacing a fragmented, high-volume process with a streamlined, online programme that ensures staff complete essential compliance training.
When Jill took on the role of Learning and Information Manager at NESCol in late 2022, alongside a new Learning & Development Business Partner, one issue became immediately clear: the induction process was not working.
Induction was:
- Fragmented across multiple platforms
- Heavily reliant on live sessions at fixed times
- Inconsistent in delivery
- Overwhelming in volume
- And, most critically, failing to ensure organisational safety and compliance
Despite relatively positive feedback from new starters the data told a different story.
NESCol is one of Scotland’s largest colleges, operating across multiple campuses in Aberdeen, Fraserburgh and Peterhead. With over 21,000 students, around 600 staff, and a significant number of agency and contract lecturers, NESCol operates in a highly complex environment.
Key issues identified:
- New professional services staff were expected to complete 27 hours of induction
- New teaching staff faced up to 47 hours of induction
- Compliance training was duplicated, scattered and poorly tracked
- Live sessions only ran on specific days, excluding staff who did not work those days
- Contractors often completed their own compliance training, not NESCol’s
- Reporting was unreliable, making it impossible to confirm compliance
The impact was serious. Internal data showed:
- 46% of new starters had not completed copyright training
- 56% had not completed health and safety training
- Large gaps existed in cybersecurity, safeguarding and other high-risk areas
From a risk perspective, this was unsustainable.
Listening first
Rather than immediately redesigning induction, the team took time to listen. They surveyed three years’ worth of new starters, consulted subject matter experts (SMEs) and reviewed compliance requirements and risk registers.
While SMEs were passionate about their individual areas it was clear that the system as a whole was broken.
At the same time, NESCol discovered the Charity Learning Consortium (CLC) and began exploring how curated, high-quality eLearning content could support a more coherent approach.
The solution: A radical reset
In August 2024, NESCol undertook what Jill describes as an “accidental but ambitious” transformation:
- Moved to a new virtual learning environment
- Introduced Charity Learning Consortium content
- Redesigned induction and compliance processes simultaneously
What induction looks like now
1. Centralised, online and asynchronous
All legal and compliance learning now sits in one place and each course includes:
- A short introduction video from the subject matter expert
- High-quality eLearning content (CLC, NESCol-created or trusted external partners)
- Links to relevant policies
- Clear contact details for support
This ensures consistency, flexibility and accessibility for all staff, including lecturers with unpredictable timetables.
2. Clear accountability through probation
Completion of core compliance courses is now embedded into the probation process.
Line managers must confirm that required learning has been completed before probation is signed off. Staff cannot be confirmed into post without completing essential training.
This simple change has significantly strengthened compliance without extending probation unnecessarily.
3. Inclusion of contractors and temporary staff
NESCol identified a major risk around contractors and agency lecturers who had never completed NESCol-specific induction.
A new fixed-term and contractor induction course was created, now used for:
- Contract lecturers
- Student interns
- Security and facilities staff
- Partner organisations
This ensures everyone teaching or working with students understands NESCol’s safeguarding, fire safety and escalation processes, regardless of who pays their wages.
4. Retaining human connection
While compliance learning moved online, NESCol recognised the importance of connection and belonging.
Two key in-person elements remain:
- Meet the Principal: new staff meet the Principal around six weeks in, creating early engagement and visibility
- Workplace connections: an end-of-term session using structured, “speed-dating style” conversations to help new starters build relationships with each other
Feedback has been overwhelmingly positive, with new staff reporting stronger connections and a greater sense of belonging.
Wider impact
The success of induction redesign led to a broader overhaul of essential learning for existing staff.
This included:
- A full mapping exercise of historical compliance
- Replicating induction courses for ongoing mandatory learning
- Resetting expectations across the organisation
While this work was unpopular at first, it significantly improved organisational safety and consistency.
Outcomes and benefits
- 100% of new starters now complete required compliance training
- Reduced workload for subject matter experts
- Improved flexibility for teaching staff
- Clearer accountability for managers
- Stronger employee engagement from day one
- Reduced organisational risk
What’s next
NESCol continues to refine its approach, with plans to:
- Improve LMS reporting and manager visibility
- Streamline essential learning by role and risk
- Better evaluate impact and outcomes
- Further balance compliance with meaningful engagement
The work is ongoing and intentionally so.
“That’s why there’s no full stop. Induction is always a work in progress.”
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