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√New Employee ChecklistWho Will Complete ActionDate Completed
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Pre-Offer Acceptance
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Send offer letter. Should include position, title, salary,etc. (see sample templates on HR website)
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Pre-Hire Preparation
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Complete Hire e-Form and submit appropriate hire paperwork to RF Human Resources
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Send Department Welcome Letter to new employee which should confirm position, title, salary, supervisor and when/where to report (See template Department Welcome Letter). Include any other documents you want employee to have in advance of first day of employment.
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Call new employee to confirm receipt of Department Welcome Letter and confirm start date, place, etc.
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Send internal memo to department announcing new employee's arrival date and responsibilities (see template New Employee Announcement)
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Ensure cleanliness and order of work area. Set up office space with phone, computer, supplies, office keys, etc.
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Order/install telephone, phone number and voicemail access
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Arrange for computer login and password setup, email setup, and any required software installation
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Select and train an orientation peer mentor
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Create a schedule for new employee to include introduction to office leadership, required training, meetings with supervisor, meeting with working colleagues within and outside of department, etc.
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Coordinate a meaningful first work assignment.
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Arrange team lunch with supervisor for first day of work
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New Hire Introductions (First Day through First Week of Employment)
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During first day
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Greet the employee and introduce to co-workers and work areas
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Introduce employee to orientation "peer mentor" and explain role of orientation peer mentor
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Review information provided in department orientation binder
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Review job description and expectations
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Assign first project/assignment and schedule follow up meeting to discuss any questions employee may have after beginning work on project/assignment
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Review first week schedule of activities
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Take staff member to ID office and parking department
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Welcome lunch with supervisor and team
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During first week
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Review RF's mission, vision and guiding principles
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Ensure employee understands relationship between their job, the department and the institution
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Review job responsibilities and expecations (30, 60, 90 days), work relationship with others in the department and department/RF policies (work rules, work schedule, time away from work, meal break/work breaks, pay policies and procedures, office supply order procedure, severe weather plan, work attire, emergency procedures, parking, building access, telephone/email policies, etc.)
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Review department priorities/key projects for coming year
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Employee should complete any mandatory online trainings relative to position and work location
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New Hire Orientation (First Day through First Month of Employment)
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During first month
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Ensure employee attends RF Benefits Orientation (If applicable) to gain overview available options.
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Follow up with employee after orientation event to ensure understanding of critical messages.
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Encourage employee to take advantage of the many cultural events and unique offerings available at the RF and Binghamotn Univresity
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Department Orientation (First 30, 60, 90 Days of Employment)
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Meet regularly with employee to answer questions and ensure they are becoming acclimated to department and position
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Conduct 30, 60, & 90 day meetings with supervisor to review employee questions and establish performance expectations/goals. Ensure employee is becoming acclimated to department and position responsibilities. Document any work related issues and create an action plan going forward (note: you should engage with RF HR should this be a needed step).
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Ensure the employee has signed up for benefits (if applicabale) within 60 days of date of hire
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Assess the department's orientation process, encourage feedback from employee
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Review and determine employee's professional development plan for coming year
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Ongoing Onboarding (After First 90 Days through First Year of Employment)
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Ongoing
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Schedule and conduct 120 day meeting with supervisor to review progress of employee towards performance expectations and goals
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Review and implement professional development opportunities
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Conduct mid-year performance evaluation
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Conduct annual performance evaluation
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