WEEK 1

Everyone's first week starts out the same. Paperwork, people, and getting your bearings Not being thrown straight into the woods.

• Day 1 — Welcome email, Compass email address, your Agreement, DBS application started.

• Day 2 — Access to Connecteam, Induction Checklist begins.

• Day 3 — Read this handbook properly. Reference it against your Agreement.

• Day 4 — Meet the Tribe. Sign your Agreement. Complete your Induction Checklist. Reflect with your mentor.

Week two brings access to our onboarding portal, kit prep, and two Orientation Sessions on site, before you join a full week in the woods. 

This is the start of your 90-day Probation.

PROBATION

Compass employs both Full-Time Crew (30 hours per week on average) and Part-Time Crew (fewer than 20 weeks per year) . Both are entitled to our full benefits package.

Every new Crew member joins on a 90-day Probationary Period, split into 6 steps: Induction, Agreement, Onboarding, Coaching, Transition, and Review.

Throughout, you'll have a dedicated mentor, structured reflection points after each step, and regular check-ins with your designated Senior Crew Leader.

At the end of Induction, we offer new Crew £500 to walk away if Compass isn't right for them. No hard feelings , just an honest exit before either side is fully committed.

Probation may be extended if we feel more time is needed. Successful completion confirms your ongoing employment.

To build an enjoyable and specialist workplace, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent workplace violence.

V s.

STAIRCASE

JOURNEY

In this chapter you will find information on Contract, Recruitment, Checks, Equality and Safeguarding. 

Every role at Compass runs on the same four-part framework. No vague job titles, no "other duties as assigned." If you hold a role here, you should be able to answer these four questions about it without hesitation:

1. Role — what is this job, in one sentence?

2. Responsibilities — what do you actually do, week to week?

3. Requirements — what does it take to hold this role: qualifications, experience, time served?

4. Results — what does success look like, and how is it measured.?

ROLE

We measure what matters. What gets measured gets managed, what gets ignored sinks the ship.

Your performance is reviewed through half-termly written reports and weekly observations, regular 1:1s with your Crew Leader, and an annual review tied to your position on the Staircase and progression toward the next rung.

Feedback is fuel. Expect it direct, and expect us to act on what you tell us too.

PERFORMANCE

We want more qualified Forest School Crew in our company than any other on the planet. Training isn't an afterthought.

[PLACEHOLDER: monthly training hours allocation], funded through our Education Support Fund, to maintain standards and deliver ongoing CPD.

Some training is mandatory to your role. Trainee Forest Leaders must complete their Forest School Leader Level 3 award, alongside safeguarding and first aid training.

Where training runs beyond your allocated hours, this may need completing in your own time.  We'll always be upfront about that before you start a course.

RELATIONSHIPS

Moving up the Staircase comes with a £5,000 pay rise per band, and a change in contracted hours reflecting the added responsibility.

As a guide: Trainee Forest Leader starts at 32 hours/week, rising by roughly 1–2 hours per promotion, up to around 40 hours/week for a Senior Leader.

Promotion is earned, not scheduled — completed qualifications (e.g. Forest School Leader Level 3) and living our Values, on top of the skill and time served covered under Staircase.

TRAINING

PROMOTION

We hold high standards. Where those aren't met, we act fairly, and with a documented process.

Grounds for dismissal include (not limited to): gross misconduct, breach of safeguarding responsibilities, repeated or serious breach of Company policy and dishonesty,

Where appropriate, we follow verbal warning, written warning, final written warning, dismissal, in line with ACAS guidance.

Though safeguarding breaches or gross misconduct may bypass these stages entirely. Fairness runs both ways.

If you want to raise a concern about how you've been treated, a decision made about you, or someone else's conduct, that's a Grievance.

Raise it with your designated Senior Crew Leader or Mark. Full process for both routes is in our Griy Playbook.