A structured onboarding process helps new directors understand their legal duties, the CIC’s community purpose, and how they are expected to contribute to effective governance.

Completed	Task	Date completed	Signature
☐	Confirm the appointment decision has been approved in line with the Articles of Association.
☐	Obtain the new director’s written consent to act.
☐	Confirm the director is not disqualified from acting and understands their legal responsibilities.
☐	Collect required personal details for Companies House records.
☐	Submit the appointment notification to Companies House within the required timeframe.
☐	Update the company’s internal register of directors.
☐	Issue a role description setting out responsibilities, expected time commitment, and reporting lines.
☐	Provide copies of the Articles of Association, CIC community interest statement, latest accounts, policies, and strategic plan.
☐	Arrange an induction meeting with the Chair, Managing Director, or senior leadership team.
☐	Explain the CIC’s mission, values, community benefit objectives, and current priorities.
☐	Brief the director on key legal duties, including acting in the company’s best interests, avoiding conflicts of interest, and exercising reasonable care, skill, and diligence.
☐	Ask the director to complete a declaration of interests and explain how conflicts will be managed.
☐	Provide an overview of governance arrangements, board meeting cycles, decision-making processes, and reporting expectations.
☐	Introduce key policies, including safeguarding, data protection, equality and diversity, health and safety, finance, complaints, and whistleblowing.
☐	Explain financial responsibilities, including budget oversight, reserves, funding, accounts, and financial controls.
☐	Provide an overview of training services, quality assurance processes, accreditation requirements, and learner feedback arrangements.
☐	Introduce the director to other board members, senior staff, trainers, and relevant stakeholders.
☐	Set up access to board papers, shared documents, communication channels, and any required systems.
☐	Identify any training or development needs, such as safeguarding, data protection, mental health awareness, governance, or finance.
☐	Agree short-term objectives for the first three to six months.
☐	Schedule a follow-up review to check understanding, answer questions, and confirm ongoing support.
☐	Record completion of the onboarding process and keep relevant documents on file.

Overall sign-off: Director signature: ______________________________

 Date: _______________ 

Chair/Manager signature: ______________________________

Date: _______________