Onboarding and Probation for Energy and Utilities
A first day that is the same for the fifth joiner as the first.
What this looks like in energy and utilities
The parts of onboarding and probation that are specific to this sector, rather than general.
Induction, Competency and Authorisation
Nobody works on plant until the authorisation exists.
What this coversHide
Induction, Competency and Authorisation
Nobody works on plant until the authorisation exists.
What this coversHideIn energy and utilities, onboarding ends not when induction is complete but when the individual holds the authorisations their role requires. Those are separate events and the gap is where risk sits.
- Joining and induction
- Safety and site induction
- Competency assessment
- Authorisation issued
- Independent working
- Safety induction before any site or plant access
- Competency assessment against the role's requirements
- Authorisation issued, recorded and expiry-tracked
- Supervised working period before independent authorisation
- Permit-to-work system training where applicable
- Emergency response and evacuation familiarisation
- Probation objectives tied to competency milestones
Treating the supervised period as a defined stage rather than an informal courtesy is what makes the transition to independent working a decision rather than a drift.
The general method — what onboarding and probation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee onboarding and induction page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.