Introductory Process for New/Re Hires

Transcription

1 All new and re-hired employees must satisfactorily complete a 6-month introductory period. The introductory period is a time during which the employee s suitability for placement in a position is assessed. All new and rehired employees will complete the Introductory Checklist for New Employee they receive during W.O.W., by the end of the introductory period. The new employee s hire date will determine which introductory process to follow. January July Hire Date (HAP Non-Leaders April October) Upon hire, your new employee will receive a Performance and Development form for the current year located in their online performance management inbox. Schedule a meeting with your new employee as part of their introductory plan. Review their competencies, discuss their job description and enter some performance and developmental goals. Explain the rating scale and discuss your expectations. Use the online performance goal plan to enter the New Employee performance goal located in the Goal Library. The new employee will be required to successfully complete all of the steps included in the introductory goal by the end of their 6-month period. Complete the Goal Setting step to bring the form to current status. August December Hire Date (HAP Non-Leaders November March) Upon hire, the manager will not receive a performance plan and review form for their new employee. You may choose to use the Create New Form button to create the Introductory Performance and Development form for your new employee. (Optional) Schedule a meeting with your new employee as part of their introductory plan. Review the job expectations, competencies/standards, and to assess whether the employee s performance is on-track, address any issues, and enter some performance and development goals. Use the online performance goal plan to enter the New Employee Goal located in the Goal Library. The new employee will be required to successfully complete all of the steps included in the introductory goal by the end of their 6-month period. Complete the Introductory Performance Plan & Review in December. Changing Reporting Relationships All new employees are automatically added to the online Performance Management upon hire. Reporting relationships in Performance Management are tied to Manager Self Service. Performance Management will reflect reporting relationships as soon as a leader s direct reports are correct in the Manager Zone of Self Service. Review the Changing Reporting Relationships Help-Show Me in the Manager Zone for instructions regarding changing reporting relationships. 1 of 5

2 January July Hire Date (HAP Non-Leaders April October) Upon hire, your new employee will receive their Performance and Development form for the current year located in their online performance management inbox. Schedule a meeting with your new employee as part of their orientation plan. Review their competencies, discuss their job description and enter some performance and developmental goals. Be sure to enter the New Employee performance goal located in the goal library online to your new employee s goal plan. Use the rating section to explain rating scale and discuss expectations. Complete the Goal Setting step to bring the form to current status. Performance and Development Form Goal Setting Step: Review their competencies, discuss their job description and enter some performance and developmental goals. Be sure to enter the New Employee performance goal located in the goal library online to your new employee s goal plan. Use the rating section to explain rating scale and discuss expectations. 1. Click the Performance Goal Plan link on the left. The Performance Goal Plan section of the form displays. 2. Add the New Employee performance goal from the Goal Library. 3. Click the Add a New Goal button. The Add a New Goal window displays. 2 of 5

3 4. Click the Library Goal button. The Goal Library displays. 5. Click onto the Orientation and Onboarding. Sub-categories display. 6. Click onto New Employee Goal. The goal is selected. 7. Click the box next to the goal and click onto Add Selected Goal button. The Add Goal window displays containing your selected goal. 8. Click the Save & Close button. The goal is saved and the Development Plan page displays. 9. Click the Individual Development Plan link on the left. The Individual Development Plan section displays. 10. Click the Add a New Development Goal button. The Add Development Goal page displays. 11. Click the Save & Close button. The goal is saved and the Development Plan page displays. 12. Click the Complete Goal Setting button when you are satisfied that the form is correct. 3 of 5

4 August December Hire Date (HAP Non-Leaders November March) Upon hire, the manager will not receive a Performance and Development form for their new employee. You may choose to use the Create New Form button to create the Introductory Performance and Development form for their new employee (Optional). The same form is used for both leaders and employees. Schedule a meeting with your new employee as part of their introductory plan. Review the job expectations, competencies/standards, and to assess whether the employee s performance is on-track, address any issues, and enter some performance and development goals. Use the online performance goal plan to enter the New Employee Goal located in the Goal Library online. The new employee will be required to successfully complete all of the steps included in the introductory goal by the end of the 6-month period. Please use only the section (Employees Only/Leaders Only) appropriate to your new employee for their review. Complete the Introductory Performance and Development form in December. Introductory Performance and Development Form Click the Performance tab. The Performance page displays. Click the Create New Form button. The Create New Form page displays. Click onto the Introductory Performance and Development form to discuss with your employee. Enter the New Employee Goal and at least one development goal. Click the Send To Next Step button. Schedule time to meet with your new hire and review the competencies and performance goals during their introductory period. The review form will remain in the manager s inbox ready to be completed in December. 4 of 5

5 Performance Discussion: In December, use their plan to complete the introductory period review and performance discussion with your employee. At this time, rate each competency and enter any comments you may have specific to performance and development opportunities. 1. Go to your Performance & Development Form Inbox and click the Introductory Performance & Development form. Select the appropriate section (team member standards of excellence or leader competencies) and choose a rating for each competency. (This form will not calculate an overall score) 2. Add comments for each of the Performance and Development goals. Performance and Development goals are not rated during the introductory period. 3. Add the date of your Performance Discussion with the employee. 4. Check off the appropriate boxes under The Joint Commission/OSHA section of the form when applicable. 5. Check off the completed introductory period box. 6. Select the Send to Employee so they may add their comments to the plan. 7. Employee accesses their Performance & Development Form Inbox and clicks the Introductory Performance and Development form to complete their comments. 8. Employee selects the Send to Manager button. 9. Manager and Employee will meet to discuss performance during the introductory period, discuss future goals and next steps. 10. The Manager selects the Introductory Review Complete button. 11. The form returns to the employee for their electronic signature. 12. Employee clicks the Sign button. 13. The form returns to the manager for their electronic signature and completion of the review. 14. A copy of the review form goes to both the manager s Completed Folder and to the employee s Completed folder found in the Performance & Development Form Inbox. 5 of 5