Key Objectives1. Improve New Entrant RetentionReduce sickness, attrition and avoidable exits during the early stages of employment.Identify individuals at risk and intervene early through structured support.Conduct save interviews to understand barriers to success and implement appropriate interventions.Ensure concerns raised through wellbeing checks, MI or manager feedback are acted upon quickly.2. Support Progression Through the Learning CurveMonitor progress against learning curve expectations.Identify barriers to progression and coordinate support where required.Provide targeted interventions at key transition points, particularly movement from two to three cases.Ensure new entrants remain on track towards competency, approval and probation completion.3. Provide Consistent Touchpoints and Wellbeing SupportDeliver a structured programme of engagement throughout the new entrant journey.Facilitate regular touchpoints with managers, operational leaders and clinical support teams.Coordinate wellbeing checks and ensure timely follow-up of concerns.Create a supportive environment that promotes confidence, resilience and engagement.4. Strengthen Manager AccountabilitySupport managers in delivering a consistent onboarding and probation experience.Ensure required touchpoints, meetings and documentation are completed.Provide guidance on effective support conversations and early intervention.Promote clear ownership and accountability for new entrant success.5. Coordinate Tailored Support PlansDevelop and implement support plans for individuals requiring additional assistance.Support colleagues through operational, clinical or personal challenges impacting performance.Coordinate interventions across managers, clinical leaders and HR.Ensure continuity of support as individuals transition from the Hub into BAU.
