Onboarding
New Hire Orientation Checklist
To ensure an effective orientation process for new employees, please complete this checklist:
Before new employees arrive:
* Advise staff of the new employee's name, position, and start date
* Arrange for and equip a workspace with the necessary furniture, equipment, and supplies (ensure that all equipment is working)
* Fill out Access Request form on UWRG Franchise Resources for new employee for access to email, UWRG Franchise Resources, and Training Academy
* Once an email address has been created, add the employee into PSA
* Enroll new employee in PSA Training through Training Academy in UWRG Franchise Resources
* If applicable, set up phone extension, order business cards or e-cards, office keys, etc.
* Add the employee to organizational lists (telephone, email, etc.)
* Prepare documents for the new employee (copy of job description, relevant reports or organizational documents)
* Ensure employee handbook is up-to-date
* Contact the new employee to confirm where and when they should report on the first day
* Plan the orientation process including what will happen on the first day, week, and month
* Set up the orientation team - who will be doing what in the orientation process
* Decide what meaningful tasks the new employee will start on, and prepare the necessary material
* Order appropriate uniforms: UWRG ProShop or your own local apparel company
* Prepare materials for Orientation Training – Found in UWRG Franchise Resources; People – HR
* Prepare position specific training for at least 30 days - Suggestions can be found in Training page
When they arrive – Day 1:
* Make introductions (new colleagues, a mentor or orientation 'buddy,' managers, etc.)
* Give a tour of the assigned workspace and the rest of the office/facility including:
* Where to safely put belongings (if not in their office)
* Where to hang coat, store lunch; location of the washrooms
* Location of the photocopier, fax machine, supplies, vans, equipment, etc.
* Review organizational process for inventory and equipment
* Provide an organizational overview, including an organizational chart if available
* Point out who they should see with questions about specific areas like pay and benefits
* Review new employee's job duties and responsibilities including:
* Job description and expected outcomes
* Identify work to be accomplished in the first days/weeks
* Provide relevant reports and information needed for the job
* Explain how the job relates to other roles in the organization
* Review work expectations and schedule:
* Start and finish times, lunch time, and breaks
* Probationary period
* Appropriate safety procedures
* Review HR and administration procedures including:
* Necessary paperwork for pay and benefits
* Employee policies and procedures manual
* Travel and reimbursement processes
* Absences, leave, vacation, etc.
* Telephone and email protocol, internet use policy
* Conduct Orientation Training – Materials found in UWRG Franchise Resources in People - HR
* Review the performance management system, learning and development plans
* Explain the internal communication processes including staff meetings
* Review position specific training for the next 30 days and expectations
* Check in with them at the end of their first day to see how it went and what questions they have
* Set a follow-up meeting approximately one week after their start date to see how they are doing and to ask for suggestions on how the orientation process could be improved
In the next two weeks:
* Review Expectations form and distribute Competency Checklist within the first week. Both documents can be found in Training for specific positions.
* Technicians - Complete Training Manual & Look for Wet Training within the first week.
* Touch base occasionally to see if they have any questions and encourage them to contact you or the appropriate person with questions
* Ensure that the employee has met all the other staff members
* Ask if the new employee has any question or if there is anything that needs to be addressed
* Confirm that the employee understands what is expected - duties and responsibilities
Supplemental Marketer On-Boarding
Once completed, move to Training with your new employee.