Donna Ecclestone, Associate Director Physician Integration and Onboarding, Private Diagnostic Clinic, Duke University Medical Center

Size: px
Start display at page:

Download "Donna Ecclestone, Associate Director Physician Integration and Onboarding, Private Diagnostic Clinic, Duke University Medical Center"

Transcription

1 Donna Ecclestone, Associate Director Physician Integration and Onboarding, Private Diagnostic Clinic, Duke University Medical Center

2 Audience participation time!

3 I am starting tomorrow and I don t know where I am supposed to go!!! UGH!!

4

5 Welcome! I'm your mentor! Team focused Personalized

6 Attract & Recruit Transition or Exit Onboard Align, Develop, & Retain

7 Credentialing/Licensing/Referencing Organizational Orientation IT Introduction to Culture/ Goals/ Expectations Policies/ Procedures/Scope Ancillary Departments Client Populations Community Orientation/ Family Connections And More!

8

9 2009 Duke started their program with a full time staff dedicated to onboarding. The definition of onboarding was only found in Wikipedia! 2010 Increased awareness of onboarding surfaced. ASPR Association of Staff Physician Recruiters offered onboarding as specific training area of their fellowship track OAR Onboarding and Retention chapter of ASPR was created. Membership:50

10

11 80% of best in class organizations provide info to new hires before their first day.

12 During recruitment Have onboarder meet with candidate who is likely to sign. This provides a great opportunity to review next steps, timelines, and introduce onboarder. As offer is made Promotes interest of entity in them. Can be great point for questions Upon signing Formally welcomes them to the organization

13 79% best in class organizations provide info on the company s norms & values The members of PDC have a rich history of delivering excellent patient care and fostering the future of medicine through innovative clinical research and education at Duke. I m proud of the outstanding teams of physicians, allied health professionals and clinic staff that serve our patients every day. - Mark F. Newman, PDC President

14 79% best in class organizations provide new hire with go-to people in the organization

15 (Insert Name) is our Revenue Manager and oversees the billing and collections activity associated with your practice. He/She partners with each provider to review coding and numerous key performance indicators that speak to the health of your practice from a billing and collections standpoint. He/She will advise you on all matters concerning CPT coding and billing optimization. (Insert Name) is the (division) Clinic Administrator and oversees all staff and the operations of all of our division) Clinics. He/She will work with you to ensure your clinic runs efficiently. (Insert Name) is our IT Manager and is responsible for overseeing many of the day to day IT/Computer/Software needs

16 What type of orientations on global topics (compliance, IT, corporate culture, etc) do you offer to your new providers as part of their initial orientation to your organization? (ie: compliance, corporate culture, IT, etc?) Answer Choices Group orientations One-on-one meetings Online training Combination of group and one-on-one meetings Responses 32.50% % % % 13 Total 40

17 Do your organizational leaders meet with your new providers during their first few weeks? Answer Choices Responses Yes 73.17% 30 No 26.83% 11 Total 41

18 63% best in class organizations provide peer networking events/ opportunities.

19

20 Formal workplace rules, policies and procedures Organizational offerings dollars, development, recognition Service compliment, competition, mission, goals, strategies Formal structure physically and organizationally Unique language Culture, values, customs, etc SHRM Survey Findings: Onboarding Practices 2011

21 47% best in class provide new hire portals.

22 Best in class companies are 2.54 times likely to track their new hires in the onboarding process.

23

24 Pediatrics Last Name First Name Division Anticipated Start Percent Complete Notes Irizarry Krystal Endocrinology 7/1/ % Windom McAllister Blood and Marrow 7/1/ % Tesfaye Mekdem Blood and Marrow 7/1/ % Zimmerman Kanecia Critical Care 7/1/ %

25 Extend onboarding into learning and development. Build skill sets, becoming certified, leadership opportunities

26 90% of employees make their decision to stay within the first six months. Only 15 % of companies extend their onboarding to six months. Aberdeen, 2006 Groups that provided a year-long onboarding process reported a turnover rate of 10.5% percent compared to the average of 12.5% for physicians between 2-3 years with the practice, when turnover peaks. AMGA/Cejka 2012 Physician Retention Survey

27

28 SHRM /The Aberdeen Group Onboarding Statistics New Hire Met First Performance Milestone: - With Formal Onboarding 77% - Without Formal Onboarding 49% Hiring Manager Satisfaction - With Formal Onboarding 20% - Without Formal Onboarding 3%

29 Formalized plan with accountability Begins at recruitment or contract signature extends at least 6 months Possesses strategic and tactical elements Includes engaged parties and leadership/ team focused Features tracking and reporting mechanisms Process and performance Feedback

30 Include information on your onboarding process on your recruitment website (internet/ intranet) FAQ Community resources Acronyms Entity org chart Maps Important Websites Process Helpful hints

31 More focus on Technology Form completion Informational resources New areas of focus Practice acquisitions Leadership appointments Practice changes Residents/Fellows Solidifying mentor roles Job description Compensation Critical focus on tracking results

32 What to do when a new hire wants to rush onboarding? How do you incorporate culture into an onboarding program? The effect of onboarding on physician loyalty In a large company with several divisions/entities, how to do ensure each employee gets onboarded properly?

33 Conduct a basic orientation, rather than a formal onboarding program. Include only forms management in your onboarding program. Ignore new hire communications and collaboration efforts. Forget mentor programs or team building initiatives. Invest in antiquated IT that only track forms. Fail to establish ownership of onboarding Isolate new hires from their peer/colleagues for the first few days.

34 Donna Ecclestone Associate Director Physician Integration /Onboarding Private Diagnostic Clinic Duke University Medical Center PH:

19th Annual Michigan Recruitment & Retention Network Annual Conference

19th Annual Michigan Recruitment & Retention Network Annual Conference 19th Annual Michigan Recruitment & Retention Network Annual Conference Winning the Game of Physician Recruitment, Orientation and Retention April 28 -April 30, 2013 REDUCING RISKS IN A HIGH STAKES WORLD:

More information

On-boarding. A Process for Retaining the Best Talent. MARCH 2010 Developed by Agency Human Resource Services, DHRM 1

On-boarding. A Process for Retaining the Best Talent. MARCH 2010 Developed by Agency Human Resource Services, DHRM 1 On-boarding A Process for Retaining the Best Talent MARCH 2010 Developed by Agency Human Resource Services, DHRM 1 Introduction to On-boarding On-boarding is a major tool in successful talent management

More information

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

OCDE New Employee Onboarding Manual

OCDE New Employee Onboarding Manual OCDE New Employee Onboarding Manual Prepared by: OCDE Academy October 1, 2007 1 Introduction Onboarding is the process of interviewing, hiring, orienting and successfully integrating new employees into

More information

HIRING MANAGER ONBOARDING GUIDE

HIRING MANAGER ONBOARDING GUIDE HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to

More information

Onboarding Plan. 0-90 Day Onboarding Plan

Onboarding Plan. 0-90 Day Onboarding Plan Plan 0-90 Day Plan refers to the process of acclimating our new employees to Seven Hills Foundation. Regardless of the position, program and prior experience and background of our new employees, the onboarding

More information

Good Beginnings Make Good Employees

Good Beginnings Make Good Employees Good Beginnings Make Good Employees Transforming Your Orientation into an Engaging Onboarding Experience Judi Clements President of Judi Clements Training & Development www.judiclements.com Copyright 2016

More information

Talent Management A Holistic Approach to Managing your Workforce

Talent Management A Holistic Approach to Managing your Workforce Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing

More information

Developing a Results-Driven Onboarding and Mentoring Process for Physicians

Developing a Results-Driven Onboarding and Mentoring Process for Physicians Developing a Results-Driven Onboarding and Mentoring Process for Physicians Speakers C. Edward Brown, F.A.C.H.E. Chief Executive Officer The Iowa Clinic Jamie Carlson Chief Human Resources Officer The

More information

From Orientation to Onboarding

From Orientation to Onboarding From Orientation to Onboarding South Carolina Budget and Control Board Human Resources Division 8301 Parklane Road Columbia, SC 29223 www.ohr.sc.gov 803-896-5300 Updated January 2014 Introduction What

More information

Manager's Guide. nboarding. Building Employee Engagement

Manager's Guide. nboarding. Building Employee Engagement Manager's Guide nboarding Building Employee Engagement 2 Onboarding: Building Employee Engagement Why an Onboarding Strategy? Effective onboarding of new hires can increase an employee s effort in excess

More information

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding Employee onboarding is beginning to receive the attention its due, as more companies

More information

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION O.C. Tanner Company White Paper ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION Why Today s Best Companies are Using Recognition to Foster New Hire Engagement and Lower Turnover In today s competitive

More information

HR TEAM BUSINESS PLAN 2012-2014 Page 1 of 5

HR TEAM BUSINESS PLAN 2012-2014 Page 1 of 5 HR TEAM BUSINESS PLAN 2012-2014 Page 1 of 5 VISION We stand proudly on the leading edge of innovative HR practices to make a real difference in the success of our people. MISSION Using the Guiding Beliefs

More information

Take me through the process.

Take me through the process. : What does it take to create an Apprenticeship program? Take me through the process. 10 STEPS TO IMPLEMENT YOUR APPRENTICESHIP PROGRAM 1. Decide what skills you need and what you can provide. To begin,

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

HOW TO MAKE YOUR EMPLOYEE ONBOARDING PROGRAM STRATEGIC AND EFFECTIVE FOR BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION

HOW TO MAKE YOUR EMPLOYEE ONBOARDING PROGRAM STRATEGIC AND EFFECTIVE FOR BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION HOW TO MAKE YOUR EMPLOYEE ONBOARDING PROGRAM STRATEGIC AND EFFECTIVE FOR BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION ACHIEVE BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION EXTEND LEARNING

More information

Certified Nonprofit Consultant (CNC)

Certified Nonprofit Consultant (CNC) Certified Nonprofit Consultant (CNC) WHY DO EXECUTIVES SECURE THE CNC CREDENTIAL?...to validate their professional achievements and personal commitment to advance the common good. Certified Fundraising

More information

Executive Onboarding Program Helping Executives Make Rapid Transitions

Executive Onboarding Program Helping Executives Make Rapid Transitions Executive Onboarding Program Helping Executives Make Rapid Transitions Supervisor s Checklist For (Name of Employee) Department of the Air Force (Name of Unit) Entrance on Duty: (Date) Executive Onboarding

More information

hit the ground sprinting accelerated performance through effective onboarding

hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding 2 if you ve questioned the business impact of

More information

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

New Employee Onboarding Checklist

New Employee Onboarding Checklist New Employee Onboarding Checklist Combat new employee challenges and increase staff engagement and retention. Implement a robust onboarding program. Use this checklist to make sure your new hire quickly

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.

More information

Guide to Successful Nonprofit Executive Onboarding

Guide to Successful Nonprofit Executive Onboarding Guide to Successful Nonprofit Executive Onboarding An executive transition is an exceptional moment in an organization s lifecycle carrying with it equal amounts of risk and opportunity. To ensure the

More information

Today 8/21/15. Jeff Hallam @JeffHallam. Jessica Stephenson, SHRM- CP, PHR. Onboarding drives business outcomes. Ideas for efficiency.

Today 8/21/15. Jeff Hallam @JeffHallam. Jessica Stephenson, SHRM- CP, PHR. Onboarding drives business outcomes. Ideas for efficiency. 2015 HR INDIANA ANNUAL CONFERENCE August 25, 2015 Employee Onboarding: Define, Manage, Measure & Excel Jeff Hallam Co-Founder jhallam@exacthire.com Jessica Stephenson, SHRM-CP, PHR VP of Marketing & Service

More information

Onboarding Connect2Milliken

Onboarding Connect2Milliken Onboarding Connect2Milliken Onboarding can be defined as a strategic process that enables, facilitates and assures new associates are successfully merged into the company. Onboarding is not just a system,

More information

Employee Onboarding. A Manager s Guide to Orientation for New Employees

Employee Onboarding. A Manager s Guide to Orientation for New Employees Employee Onboarding A Manager s Guide to Orientation for New Employees Table of Contents Introduction... 3 Why Onboarding?... 3 About Onboarding... 3 Quick Tips for a Successful Onboarding... 3 Onboarding

More information

Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment

Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment Studies by SHRM have proven the value of implementing a strong induction program within an organisation

More information

Internship Guide. Get Started

Internship Guide. Get Started Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want

More information

Competency Requirements for Executive Director Candidates

Competency Requirements for Executive Director Candidates Competency Requirements for Executive Director Candidates There are nine (9) domains of competency for association executives, based on research conducted by the American Society for Association Executives

More information

What is onboarding and how can you make the most of it. Presentation by Matt Orozco from

What is onboarding and how can you make the most of it. Presentation by Matt Orozco from What is onboarding and how can you make the most of it. Presentation by Matt Orozco from What is Onboaring? What occurs during onboarding? What s the difference between onboarding and orientation? Why

More information

A Supervisor s Guide to the New Employee Welcome Program

A Supervisor s Guide to the New Employee Welcome Program A Supervisor s Guide to the New Employee Welcome Program Office of Human Resources Indiana State University Rankin Hall Room 300 Terre Haute, IN 47809 Phone: 812-237-4114 Fax: 812-237-8331 E-mail: humanresources@indstate.edu

More information

SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY

SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY SMART SOURCING A MARKET FOCUSSED RECRUITMENT SOURCING STRATEGY EXECUTIVE SUMMARY The key drivers that drive talent acquisition in good times and bad times, in tight labor markets or soft ones largely remain

More information

A Strategic Approach to Onboarding Design: Surveys, Materials, & Diverse Hires

A Strategic Approach to Onboarding Design: Surveys, Materials, & Diverse Hires Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2015 A Strategic Approach to Onboarding Design: Surveys, Materials, & Diverse Hires Maria Grillo Cornell University

More information

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3

More information

509 467-0062 208 664-8958 humanix.com

509 467-0062 208 664-8958 humanix.com Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding

More information

Successful Onboarding Process

Successful Onboarding Process 5 Steps to Create a Successful Onboarding Process Yanay Zaguri Product Director, Kryon Systems Table of Contents Introduction... 3 Step 1: Create a clear and formal plan for your program... 4 Step 2: Engagement,

More information

Department of Human Resources FY 2009-2013 Strategic Plan

Department of Human Resources FY 2009-2013 Strategic Plan Department of Human Resources FY 2009-2013 Strategic Plan OUR MISSION, VISION, PHILOSOPHY OUR MISSION In partnership with the University of Arizona community, we attract and engage the world-class human

More information

UTeam Onboarding Essentials

UTeam Onboarding Essentials UTeam Onboarding Essentials Onboarding Essentials Table of Contents Onboarding Essentials Overview Page 3 RISE Values Page 4 Timeline Of Activities Page 5 Hire For Fit Page 9 Overview Role of the Hiring

More information

Attracting, Onboarding and Retaining Employees within the Healthcare Industry

Attracting, Onboarding and Retaining Employees within the Healthcare Industry Attracting, Onboarding and Retaining Employees within the Healthcare Industry By: Nadia Gruzd As we face global unprecedented demographic, economic and competitive challenges, and other industries experience

More information

Maximizing Employee Performance

Maximizing Employee Performance Maximizing Employee Performance MN Council of Nonprofits Annual Conference November 6, 2014 Ellen McVeigh BAM Law Office Sandy Robinson MACC CommonWealth Karl Starr MACC CommonWealth Agenda & Learning

More information

Scribes in the ED: I get what you are saying

Scribes in the ED: I get what you are saying Scribes in the ED: I get what you are saying Conflict of Interest and Bias No financial relationships Scribe Director at Academic County Hospital Used a consultant to start our in-house scribe program

More information

University of California, Office of the President. Strategic Leadership On-Boarding Program (MSP & SMG Staff)

University of California, Office of the President. Strategic Leadership On-Boarding Program (MSP & SMG Staff) University of California, Office of the President Strategic Leadership On-Boarding Program (MSP & SMG Staff) Pre-Arrival 6-Month Check in Resources Aligned for Needs 3 month Check in Departmental Checklist

More information

South Carolina Medical Assistant Retention

South Carolina Medical Assistant Retention SCSMA STRATEGIC PLAN MARCH 2015- MARCH 2017 GOAL OBJECTIVE STRATEGY 1. Retention of members Ensure that members are renewing their membership. 1. Review membership list yearly to see who has and has not

More information

Using Onboarding Software to Increase Retention. Best Practices to Combat an Increasingly Expensive Turnover Rate

Using Onboarding Software to Increase Retention. Best Practices to Combat an Increasingly Expensive Turnover Rate Using Onboarding Software to Increase Retention Best Practices to Combat an Increasingly Expensive Turnover Rate In today s new era of talent acquisition and job seeking, candidates and potential new employees

More information

ONBOARDING & ORIENTATION

ONBOARDING & ORIENTATION From the DRAKE RESEARCH CENTRE ONBOARDING & ORIENTATION Drake International assists organizations to improve their profitability by enhancing their productivity and performance through people. Our suite

More information

The True Cost of a Bad Hire. Research Brief

The True Cost of a Bad Hire. Research Brief Research Brief Madeline Laurano August 2015 Research Brief The True Cost of a Bad Hire By: Madeline Laurano VP and Principal Analyst, Talent Acquisition Brandon Hall Group August 2015 2015 Brandon Hall

More information

Get On Board with Onboarding

Get On Board with Onboarding Get On Board with Onboarding White Paper TalentKeepers is celebrating 15 years of providing award-winning employee engagement and retention solutions to help companies around the globe increase their performance.

More information

Chad V. Sorenson, SPHR HR Tampa Conference & Expo November 6, 2013

Chad V. Sorenson, SPHR HR Tampa Conference & Expo November 6, 2013 Chad V. Sorenson, SPHR HR Tampa Conference & Expo November 6, 2013 www.adaptivehrs.com 1 War for talent Improve new hire experience Lean business environments Develop pipeline of talent Poor execution

More information

Learning and Development Hiring Manager Guide For Onboarding A New Manager

Learning and Development Hiring Manager Guide For Onboarding A New Manager Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation

More information

Avature Social Onboarding Solution. Get Engaged to Talent

Avature Social Onboarding Solution. Get Engaged to Talent Get Engaged to Talent V8 Fully engage new and transitioning employees and speed up time-to-productivity with an enterprise social onboarding solution that lets you streamline, automate, track, and coordinate

More information

Key Employee Retention Plans for Construction Firms

Key Employee Retention Plans for Construction Firms Whitepaper Series Key Employee Retention Plans for Construction Firms Retaining Top Talent Remains a Challenge for Privately-Held Companies Marc A. Newman, CPA Associate Managing Partner Key Employee Retention

More information

Updated Requirements for Developing New Leaders and Onboarding New Hires

Updated Requirements for Developing New Leaders and Onboarding New Hires Updated Requirements for Developing New Leaders and Onboarding New Hires Over the past five years, companies have created efficiencies in operations while controlling headcount growth. The trend has been

More information

American Board of Emergency Medicine. Executive Director Position Profile October 2009

American Board of Emergency Medicine. Executive Director Position Profile October 2009 American Board of Emergency Medicine Executive Director Position Profile October 2009 This profile provides information about the American Board of Emergency Medicine (ABEM) and the position of Executive

More information

Human Capital Update

Human Capital Update Finance & Administration Committee Information Item IV-A July 10, 2014 Human Capital Update Washington Metropolitan Area Transit Authority Board Action/Information Summary Action Information MEAD Number:

More information

MANAGING THE EMPLOYEE LIFECYCLE

MANAGING THE EMPLOYEE LIFECYCLE MANAGING THE EMPLOYEE LIFECYCLE Current Position Jose Laurel Experience & Expertise 16 years experience in management, operations, marketing and international commerce Prior to G&A, served as country manager

More information

This page was left intentionally blank.

This page was left intentionally blank. This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit

More information

University of Chicago Hospitals

University of Chicago Hospitals Urban hospital system achieves dramatic reduction in employee turnover through adapting Disney best practices in service quality Organization:, Chicago, IL Industry: Healthcare Hospitals can sometimes

More information

Effective Onboarding at BMS Following an Acquisition

Effective Onboarding at BMS Following an Acquisition Effective Onboarding at BMS Following an Acquisition Presented by: Darin Artman, Ph.D., Director, Human Resources at Bristol-Myers Squibb Renee Parratore, Associate Director, Human Resources at Starcom

More information

Onboarding Communication. Helping Employees Stay & Succeed. 2015 Lift Internal

Onboarding Communication. Helping Employees Stay & Succeed. 2015 Lift Internal Onboarding Communication Helping Employees Stay & Succeed 2015 Lift Internal Vicky, Founder We strive to make it easier for you to improve employee engagement, productivity, retention and compliance through

More information

Onboarding. The most trusted and reliable recruiting firm in the agriculture industry. Ag 1 Source

Onboarding. The most trusted and reliable recruiting firm in the agriculture industry. Ag 1 Source Onboarding Onboarding CRITICAL TIME - From the point of Interviewing to Completing the Transition to work for your company The New Employee from Day 1 is evaluating if the decision to come to work for

More information

Employee Onboarding. Susan Ward, PhD. Human Resources Association of Central Connecticut February 27, 2014. Presented by

Employee Onboarding. Susan Ward, PhD. Human Resources Association of Central Connecticut February 27, 2014. Presented by Employee Onboarding Presented by Susan Ward, PhD Human Resources Association of Central Connecticut February 27, 2014 Tonight s Discussion Why invest in Onboarding Onboarding vs. Orientation What to consider

More information

Onboarding New Hires Imagine the Best! ILTA Hashtag #USSPG3

Onboarding New Hires Imagine the Best! ILTA Hashtag #USSPG3 Onboarding New Hires Imagine the Best! ILTA Hashtag #USSPG3 Presenters: Denise E. Ash, Training Manager Jackson Kelly PLLC, Charleston, WV Rebecca Dunaway, Trainer Waller Lansden Dortch & Davis, Nashville,

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

Communications & Engagement Plan 2013 2014 Systems

Communications & Engagement Plan 2013 2014 Systems Communications & Engagement Plan 2013 2014 Systems Consumers People Strategy Systems Partners Financial Linda Bisonette, President & CEO Table of Contents 1. Mission, Vision & Values Statements 2. Background

More information

nboarding Orientation Checklist Building Employee Engagement Employee Name: New Hire to Government: ( Y / N )

nboarding Orientation Checklist Building Employee Engagement Employee Name: New Hire to Government: ( Y / N ) nboarding Building Employee Engagement Orientation Checklist Employee Name: New Hire to Government: ( Y / N ) Start Date: New Hire to Department: ( Y / N ) New Employee Orientation is an important element

More information

An Integrated Approach to Recruitment and Retention An Overview of Rural Health Education and Services

An Integrated Approach to Recruitment and Retention An Overview of Rural Health Education and Services An Integrated Approach to Recruitment and Retention An Overview of Rural Health Education and Services Presented by Joyce Grayson, Director, Rural Health Education & Services The University of Kansas Medical

More information

The National Quality Awards Programme

The National Quality Awards Programme The National Quality Awards Programme The National Quality Awards (NQA) Programme Self-Assessment checklist is to be filled out by all participants of the NQA. This checklist contains all the areas to

More information

Welcome to the HR Network Forum

Welcome to the HR Network Forum Welcome to the HR Network Forum 1 Optimising The New Starter Experience Sallyann Shearer Team Leader, Talent and Organisational Development 2 BACKGROUND Over the last 18 months, People and Culture have

More information

Strategic Employee Onboarding: First Impressions Are Everything

Strategic Employee Onboarding: First Impressions Are Everything ONBOARDING Strategic Employee Onboarding: First Impressions Are Everything Cornerstone OnDemand Whitepaper Series 2007 Cornerstone OnDemand, Inc. All Rights Reserved. Table of Contents Onboarding: More

More information

POSITION ANNOUNCEMENT

POSITION ANNOUNCEMENT POSITION ANNOUNCEMENT Director of Human Resources General Purpose The Director of Human Resources and Leadership Development provides leadership and day-to-day management of the human resource services,

More information

Human Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014

Human Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014 Human Resources Service Delivery Initiative Findings and Recommendations Campus Update November 2014 Context for the Initiative HR activities touch virtually everyone on the campus and present an area

More information

Supervisor s Guide to the New Employee On-Boarding Program

Supervisor s Guide to the New Employee On-Boarding Program Supervisor s Guide to the New Employee On-Boarding Program Office of Human Resources Training and Development On-Boarding and Engagement What this guide will do for you The Office of Human Resources On

More information

Company Profile. The Flourishing Company. TFC Company Profile rev 11-15-15 1 Copyright 2011-2015 The Flourishing Company. All Rights Reserved

Company Profile. The Flourishing Company. TFC Company Profile rev 11-15-15 1 Copyright 2011-2015 The Flourishing Company. All Rights Reserved Company Profile The Flourishing Company rev 11-15-15 TFC Company Profile rev 11-15-15 1 Changing the way people experience work to create a workforce that s alive! The Flourishing Company is a workplace

More information

Human Resources 2014 2015 REORGANIZATION 1

Human Resources 2014 2015 REORGANIZATION 1 Human Resources 2014 2015 REORGANIZATION 1 Table of Contents I. Our Focus 3 II. How We Get There 4 III. Organizational Charts 5-9 IV. Summary of Reorganization 10-13 V. Buckets of Work for 2014-2015 13

More information

New Employee Onboarding Supervisor s Resource

New Employee Onboarding Supervisor s Resource New Employee Onboarding Supervisor s Resource A guide to your role in the new employee onboarding process Last updated: 11/4/2013 For more information or consultation, contact: Christine Ray, Onboarding

More information

10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR

10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR PRACTICE MANAGEMENT TRACK EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR This is a high turnover industry. 1 The national average for all industries in our region is somewhere

More information

10 Must-Track Metrics in Talent Acquisition

10 Must-Track Metrics in Talent Acquisition 10 Must-Track Metrics in Talent Acquisition Talent acquisition continues to be one of the most urgent issues for companies, and the pressure to hire the right people has created an intensely competitive

More information

Using Technologies to Onboard New Hires

Using Technologies to Onboard New Hires Using Technologies to Onboard New Hires Statistics show that 1 in 6 new hires will leave in the first 6 months of employment. It is critical for employers to have an effective onboarding experience to

More information

Diversity Professionals Group Conference

Diversity Professionals Group Conference Diversity Professionals Group Conference Retention Session A: Onboarding/Socialization Quentin L. McCorvey, Sr. Senior Vice President of Diversity Strategies and Programs August 18, 2010 2 Orientation

More information

Two dollars and 85 cents. That s

Two dollars and 85 cents. That s MANAGEMENT & CAREERS Getting Onboard Integrating and Engaging New Employees By Bob Lavigna Many government agencies strive to make a good impression in recruiting but do not follow through during a new

More information

5 Ways to Simplify Your Human Capital Management System

5 Ways to Simplify Your Human Capital Management System 5 Ways to Simplify Your Human Capital Management System 1 Most business leaders will say that their employees are the company s most valuable asset, but are they handling them as such? Human capital management

More information

Effective Employee Onboarding

Effective Employee Onboarding Effective Employee Onboarding Building Blocks for Supervisors Series Onboarding your new employee n Why is conducting an effective onboarding program so important? n Components of an effective program

More information

DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY

DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY 1 Content 4 What is onboarding? 4 Why onboarding matters to business 5 The building blocks of onboarding 6 What successful onboarding

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services

Employee Engagement Drives Client Satisfaction and Employee Success in Professional Services Employee Engagement Drives Client Satisfaction and Employee Success in In professional services, business success is achieved through employee success. Organizations that prioritize top talent gain competitive

More information

HR Manager Job Description

HR Manager Job Description HR Manager Job Description SUMMARY The Human Resources Manager manages Human Resources services, policies, and programs for the entire company. The major areas directed are: recruiting and staffing; organizational

More information

Morehouse School of Medicine

Morehouse School of Medicine Morehouse School of Medicine Strategic Plan March 2015 1 STRATEGIC FRAMEWORK Mission, Vision, Core Values, Goals 2 Strategic Structure Each Statement Lays the Foundation for the Next Vision Vision Goals

More information

Department of Anesthesia & Perioperative Medicine 5-Year Strategic Plan FY 2012-2016. Contents

Department of Anesthesia & Perioperative Medicine 5-Year Strategic Plan FY 2012-2016. Contents Anesthesia & Perioperative Medicine 167 Ashley Avenue, Suite 301 MSC 912 Charleston, SC 29425-9120 Tel 843 792 2322 Fax 843 792 9314 Department of Anesthesia & Perioperative Medicine 5-Year Strategic Plan

More information

Search Profile. Vice President, People and Culture

Search Profile. Vice President, People and Culture Search Profile Vice President, People and Culture Company Description For over half a century, Bethany Care Society has been improving the lives of Alberta seniors and adults with disabilities by providing

More information

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals 2014 Glassdoor Survey: How to Recruit Healthcare Professionals A Strategic Guide for Talent Acquisition Professionals Survey Overview Recruiting healthcare professionals in today s highly competitive recruiting

More information

Guide to Building a Student Internship Program

Guide to Building a Student Internship Program Guide to Building a Student Internship Program 1 Table of Contents Table of Contents... 2 Preface... 3 Legal Disclaimer... 3 Overview... 4 Planning... 5 Compensating Interns... 5 Developing Detailed Job

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

FDA STAFF MANUAL GUIDES, VOLUME I - ORGANIZATIONS AND FUNCTIONS FOOD AND DRUG ADMINISTRATION OFFICE OF FOODS AND VETERINARY MEDICINE

FDA STAFF MANUAL GUIDES, VOLUME I - ORGANIZATIONS AND FUNCTIONS FOOD AND DRUG ADMINISTRATION OFFICE OF FOODS AND VETERINARY MEDICINE SMG 1242.1 FDA STAFF MANUAL GUIDES, VOLUME I - ORGANIZATIONS AND FUNCTIONS FOOD AND DRUG ADMINISTRATION OFFICE OF FOODS AND VETERINARY MEDICINE CENTER FOR VETERINARY MEDICINE OFFICE OF MANAGMENT Effective:

More information

UMDNJ Robert Wood Johnson Medical School MD/PhD Program 07-08

UMDNJ Robert Wood Johnson Medical School MD/PhD Program 07-08 UMDNJ Robert Wood Johnson Medical School MD/PhD Program 07-08 Program Policies and Administration A Joint Initiative with Rutgers, The State University of New Jersey and the Graduate Program in Molecular

More information

Job Title: EPIC Consulting Practice Director. Organization Name: Innovative Healthcare Solutions, Inc. About the organization:

Job Title: EPIC Consulting Practice Director. Organization Name: Innovative Healthcare Solutions, Inc. About the organization: Job Title: EPIC Consulting Practice Director Organization Name: Innovative Healthcare Solutions, Inc. About the organization: Innovative Healthcare Solutions, Inc. (IHS) was founded in 2000 as a healthcare

More information

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski Integrating Newcomers into The Workplace 6-17-2015 Presented by Tonya Syvitski Mixing what employers already know with the perspective of integrating new comers into their Canadian workforce Objective

More information

The Talent Management Life Cycle Process

The Talent Management Life Cycle Process The Talent Management Life Cycle Process Organizational Plan Recruiting Plan Development Plan Retention Plan Assessment Plan The Talent Management Life Cycle Process Every organization struggles with the

More information

Director of Talent Management

Director of Talent Management Director of Talent Management Loyola University Health System Maywood, Illinois Position Specification June 2015 Summary Loyola University Health System (LUHS) is seeking a Director of Talent Management

More information