8. Induction and orientation


  • On arrival/commencement, ensure all staff complete the Entry interview form, complete any required administration forms (including a RED form) and are issued with identification cards, per diems, equipment, etc.
  • Use the orientation checklist to ensure all new staff receive orientation, including:
    • CARE’s values, structures and systems
    • CARE’s programme and emergency response
    • the Code of Conduct, and material for gender and diversity, prevention of sexual exploitation
    • safety and security briefing
    • orientation to the staff member’s role and job requirements.

Upon commencement or arrival to the CO, any new staff member must complete an entry interview with the CO Human Resources Manager. See Annex 21.32 Entry interview form. Any additional administration forms including a RED form should also be completed. Where applicable, staff should be issued with identification cards, per diems and equipment as soon as possible before deployment to the field.

All emergency personnel must be issued with an identify card for personal identification. This is required for security reasons and to deter unauthorised persons from entering the CARE CO or other work premises. Please refer to Annex 21.13 ID card-template.

The CO must ensure a proper and thorough orientation for new staff arrivals to enable them to operate effectively in a challenging environment. This effort is usually rewarded with increased staff effectiveness and positive morale.

Internal staff who are assigned to the emergency may be familiar with CARE but will still require an induction to their new position and an understanding of the change in pace, the different structures and procedures that apply in an emergency response. A new staff member appointed to CARE will need to be equipped with knowledge of CARE (management structures, systems, programme activities, management style, values and culture), and essentials on safety and security. This information will enable all employees to represent CARE appropriately to all key stakeholders, to donors and the communities we work with, and to work safely in a challenging environment.

The CO orientation process for emergency staff has been modified to suit the constraints of an emergency response. The orientation is based on the individual requirements of the post, and should be completed in the first week of employment. It is delivered by the CO Human Resources Manager and the staff member’s line manager. Although the employee may be given documents and policies to read, the induction process should be completed in person.

For national and international staff, refer to Annex 21.33 Country Office orientation checklist, and Annex 21.34 Orientation documents kit. These outline the recommended format and lists essential documents that should be forwarded to the staff member. Also see Annex 21.35 CARE Sri Lanka orientation presentation, for an example of an orientation package developed by a CO during a large-scale emergency.