Orienting Your New Employee Building Blocks for Supervisors Series
Onboarding your new employee Components of an effective program HR Orientation Campus tours and events Most important-what the supervisor does on the first day or two
Why is conducting an effective onboarding program so important? Think about your first day at St. Edward s What things happened to make you go home feeling you d made the right decision? What happened that made you wonder if it was a mistake?
Objectives of employee onboarding Help them identify with employer Help them understand values and priorities Build a positive attitude Provide clarity and avoid misunderstanding
Objectives of employee onboarding (continued) Make the employee feel valued Encourage a sense of belonging Reduce anxiety Set expectations Decrease the learning curve
So what gets in the way? Time constraints Demands of the job Don t know how Don t know they should (their supervisor didn t do it)
Supervisor s role Make a good first impression Familiarize with culture Cover the basics of the job Be prepared!
New Employee Orientation (HR) First working day of month Campus culture SEU policies & procedures Holy Cross Mission & Values Benefits orientation
Before your new employee begins 1) Go to online Supervisor Resources page of HR web site http://think.stedwards.edu/hr/content/su pervisor-resources-0 Click on Hiring and Onboarding Click on New Employee Onboarding for Supervisors
Before your new employee begins 2) Send New Hire Details Form to your HR Generalist HR will send job offer letter (includes instructions for completing new hire paperwork) HR will send background check consent form
Before your new employee begins 3) Schedule appointment with HR Generalist for paperwork processing On employee s first day If employee is available prior to their first day, have them directly contact HR Remind them to go to new employee onboarding page
Before your new employee begins 4) Complete the New Hire Action Notice Obtain necessary signatures Submit New Hire Notice to HR at least 5 working days prior to start date. You will receive an email with your new employee s ID number once the documentation has been processed
Before your new employee begins 5) Save the date for New Employee Orientation HR will schedule this orientation with the employee You will receive an email with the meeting details 1 st day of month (or last working day prior to end of month)
Before your new employee begins 6) Review Supervisor s To-Do List for New Employee Access Some services can be requested even if employment documentation has not been processed by HR. Computer hardware and/or software Telephone and voicemail access
Before your new employee begins These services require HR processing of employment documentation Hilltopper ID Card Parking Permit Computer access New Employee computer training This means that forms MUST be received 5 working days prior to start date in order for access to be available on start date.
Before your new employee begins 7) Review Preparing for Your Employee s First Day 8) Review Supervisor s Guide to New Employee Orientation
Your employee s first day of work Tell the employee ahead of time where to park, and where to go on the first day Make sure everyone in the department knows to expect the new employee (and something about them) Be there to welcome the new employee
Your employee s first day of work Escort employee to work station Have nametags, business cards, etc. already prepared Consider a welcome ceremony or tour of the office Consider having everyone wear their name tags
Your employee s first day of work Accompany the employee to HR to complete paperwork Accompany the employee to get their parking permit and ID card Consider a campus tour
Mentors Ask someone to invite the new employee to lunch Select an experienced employee to act as a mentor
Orientation meeting Welcome employee Review St. Edward s mission & vision Review operating principles & Culture of Service Explain how your department and the employee s job support those values
Orientation meeting Review organizational chart and chain of command Discuss expectations of mentoring program, if needed
Orientation meeting Go through New Employee Checklist Overview of job duties and responsibilities Training requirements Role of supervisor/information about your personal management style
Orientation meeting Set up and review of basic tools Review of available services/resources Performance management and employee recognition programs
Orientation meeting Complete and review Employment Information and Goals form Short term (one month) learning goals Goals for orientation period review (90 days) Make sure the employee s questions are answered
First week Consider a formal agenda for the first week Meetings between new employee and others with whom they interact (both within and outside department) Check in daily Remind employee to check Horizon, point out campus activities & encourage participation
Orientation period First 90 days in any new position Learning new skills/job duties Chance to evaluate fit Opportunities for feedback both to and from new employee-meet on a regular basis
Consider this What do you want your new employee to tell his/her family when they go home after the first day of work?
Questions? Comments? Concerns?