Best Practices Onboarding Checklist

New Employee Information

Name Start Date

Position Supervisor

Office/Cubicle Phone #
Location

BEFORE THE EMPLOYEE’S START DATE

r Send welcome packet with important information (i.e.; benefits and first day logistics) and welcome memo.
r Provide company and job information.
r Encourage the review and completion of paperwork before Day 1.
r Contact new employee to answer questions and set expectations.
r Assign a mentor/buddy/go-to person.
r Assign and prepare workspace and provide office supplies.
r Ensure office essentials (i.e.; computer, phone, email, training information) are set up.
r Arrange for a group of staff members to treat new hire to lunch on Day 1.
FIRST DAY/ ORIENTATION
If possible, personalize the Day 1 experience with something unique from the company (i.e., business cards,
nameplate, etc.)

Communicate vision and mission, and administer a formal statement about your firm.
r How we do things
r History
r Culture
r Company Literature
r Product(s)/Service(s)
r Resources for Company Information
r Introduce new employee to mentor/buddy
r Introduce new employee to team/work group
r Employee Handbook to be completed within the first three days of employment
r Provide copy to employee with instructions to read
r Review critical policies with employee
r Receipt of Handbook-place in employee file/Employment folder
Complete paperwork and security requirements
r New Employment Information form
r Form W-4 and State/Local tax forms
r Form I-9
r Non-complete/Nondisclosure Agreements, is applicable
r At-Will policy returned - place in employee file/Employment folder
r Confidentiality Agreement (if separate from At-Will)
r Drug Free Workplace Agreement (if separate from At-Will)
r Health Care Exchange - General Notice
 Best Practices Onboarding Checklist

r Employee Information form

r Review job description
r Have the new hire sign their job description
r Return hire sign their job description
r Return of Company Property form
r Organizational Chart
r Employee Reference Guide (see Tab)
r Provide realistic information about the organization and its culture to avoid 'over promising.'
r Tour facilities: Restrooms, Reception, Kitchen/Vending, Employee Entrance/Parking, Smoking location,
Time Clock
r MANAGER- New Hire Reporting

FIRST WEEK
rEnsure that job roles and responsibilities are clearly communicated to the new employees.
rIntroduce the new employee to other employees and senior staff.
rIntroduction to the Job
o Work Space
o Work Hours, Breaks, Mealtimes, and Other Rules
o Equipment (for example, copier, fax machine)
o Machinery, if applicable
o Telephone and Fax Numbers
o Mail and Overnight Delivery Service
o Tools
o Keys
o Business Cards
o Office Supplies
o Cellular Telephone/Laptop and Other Electronics
o Purpose, Duties, Responsibilities, Performance Expectations and Goals
rOn the Job Training
o Computer System
o Logon
o E-mail
o Software Applications
o Telephone System
o Expense Reports where applicable
rProvide meaningful work for the new employee - either training or substantive work related to the new job.
rEnsure that a senior leader (in the new employee’s office) welcomes the new employee
rReview the organizational structure and key staff
 Best Practices Onboarding Checklist

rProvide a list of contacts who can address the new employee’s questions on a variety of issues.
rCompensation and Benefits
rReview applicable fringe benefits with the employee. [Provide employee with necessary paperwork to
enroll
o Pay Procedures (for example, payroll reporting, payday)
o Performance Review Process - TBD
o Paid and Unpaid Leave (FMLA where applicable)
o Health/Dental/Vision
o Section 125/FSA/Unreimbursed Medical & Dependent Care Expenses
o Retirement Benefits
o Timesheets
o Other
rSafety Rules
o Safety/Emergency Procedures
o Emergency Exists
o Injury Prevention
o Reporting Injuries
o Job specific safety training, if applicable
rGather feedback about the orientation program from new employees.

FIRST 30-90 DAYS

rMeet daily the first week of employment (recommend 30 minutes huddles daily)
rReview weekly 'how it's going' for the new employee
rAddress any concerns or questions
rReview the job description in case of necessary clarifications or modifications
r Schedule the new hire’s 30-day and 90-day performance reviews
rProvide feedback early and often in the first 30 days.
rProvide training, as needed, to help the new employee understand internal systems, general operating.
practices and obtain other information or skills required in the performance of his or her job
rDiscuss individual work styles and preferences to ensure that everyone is communicating and collaborating.
appropriately
rArrange for the new employee to meet key stakeholders from other departments (keep a checklist to be
Make sure this is achieved; send a memo to those stakeholders explaining the benefits of this practice.
rCheck with new employee regularly to ensure that they continue to assimilate and expand their knowledge
and capabilities
 Best Practices Onboarding Checklist

FIRST YEAR
rProvide training to build competencies and fill any skill gap.
rConduct a new employee survey and address any issues surfaced
rAssess the performance of the new employee periodically - formally and informally - and provide feedback;
‘Manager check-ins’ should occur regularly in addition to formal performance.
assessments, which should be completed after six months and one year.
HR should send a reminder email to managers at the sixth month and one-year mark to ensure
that formal reviews occur.
rEnsure a senior executive or manager sends a congratulatory email or letter on the employee’s one year.
anniversary.

Managers play a critical role during an employee’s first few days on the job. Over the long term, managers
directly affect the employee’s job satisfaction. Given this impact, it is vital.

FIRST DISCUSSION WITH NEW EMPLOYEE TALKING POINTS

r Introduce yourself and discuss your role in the organization.
r Discuss how your office fits into the larger organization and the role it has in supporting the organization’s goals.
mission
r Review the new employee’s job description - discussing the work he/she will do, who they will be working with.
with and performance expectations
r Review the performance review process
r Talk about your style as a manager and expectations for the employees who work with you (i.e., do you
prefer phone calls, emails, or other? Do you have an 'open door policy' or do you prefer people to
Could we schedule a time with you in advance? What is your general managerial style? How can someone work best?
with you?
r Inform the new employee about how frequently he/she should communicate with you, particularly in the beginning.
r As if they have questions or concerns.

SAMPLE WELCOME E-MAIL FROM MANAGER

TO: Team
FROM: Manager
SUBJECT: Welcome Jane Doe

Dear Team,

Please welcome Jane Doe, a new Program Analyst, to our team. Jane’s first project will be leading the Performance.
Management initiative.

Jane comes to us from the Department of Education, where she was an Assistant Program Manager for three years.
Before that, she worked in the private sector for Atlantis Corp.

Jane is originally from San Francisco, but enjoys living in Washington DC which she considers to be her adopted home.
home. In her free time, Jane is an avid skier and enjoys traveling.
 Best Practices Onboarding Checklist

Jane’s first day of work is June 12 and she will be located at _______________. Please stop by and introduce yourself.
yourself.

Manager

PRE-FIRST DAY COMMUNICATION PLAN

There is critical need to communicate with new employees between the time they accept an offer and their first day
on the job. This communication provides information, answers questions, and reduces administrative processing on
the first day, and allows a smoother transition for the new employee. Communication should be structured at
specific times during the onboarding process. The outline below summarizes who initiates the communication, what
and how it is communicated.

Timing Initiator Messages

After employment offer is accepted à HR à Welcome
Introduction
Explain upcoming new employee
process (i.e.; forms that need to be
completed
process) and set expectations
Provide basic information for the
first day (i.e.; parking, badges, ID,
pass cards, attire, where new
office/cub is, what will happen for
lunch
Information on go-to person/buddy
Answer questions and provide
contact information

2-3 Days before First Day à Go-to Person à Reiterate basic information on first
day (ie; parking, attire, where new
office is, lunch information)
Describe lunch plans and
orientation process
Provide any necessary contact
information
Answer questions
INFORMATION FOR THE NEW EMPLOYEE

Pre-First Day Telephone Talking Points

§ Introduce yourself; include where you work with the firm.
§ I am here to help you through the pre-first day process.

TOOL TO BE PROVIDED BY YOUR MANAGER

• Checklist with a timeline of manager responsibilities
• Links to key forms (i.e.; job description, performance review, PIP)
• Suggested talking points for a:
o first discussion with a new employee
o 30-day, 90-day, six-month check in
o one-year performance review
o one-year performance review
• Template for a welcome email to send to new employees’ team
 Best Practices Onboarding Checklist

EMPLOYEE REFERENCE GUIDE

About us Policies and Procedures
Organization Overview Key policies and procedures
History Ethics
Mission Statement Codes of Conduct
Core Values EEO Policy
Basic organization structure and organization chart Sexual Harassment
Leadership profiles; photos/brief bios
Commonly used acronyms

Benefits Map of Building

Health Insurance Matrix Warehouse
Leave Building
Parking Copy room, restrooms
Transit Benefit Parking, public parking, trucking
Other Benefit Key offices

Navigating the Organization Performance Management Policies

How to find people in the organization: an overview of sources Training Requirements
of information for finding individual, contact information, etc. HR Information
Intranet
Office overviews/brochures: one page or brochure for each key support Pay bands
office with information on what the office does and contact information. Security Policies and Procedure
Security and Safety Policies
Web resources: overview of the organization’s intranet and its capabilities Emergency rules
(with screenshots and links) Confidentiality Procedures
Travel Policies and Procedures
Booking of any conference rooms

Key communication vehicles (i.e., newsletters, bulletins)

Basic IT Information Your New Work Neighborhood

Key IT policies Banks
Computer usage agreement Grocery stores
Email account and set up Convenience stores
Voice mail instructions Health Clubs
Sample voice-mail greeting and extended absence greetings Restaurants
Instructions for iPhone - Shops
Overview of Outlook Hotels
IT support services and contact info Pharmacies
How to add a printer Map of area
Helpdesk info

Other
FMLA
Request for leave or approved absence form
Holiday Schedule
Payroll information/timesheet
Best Practices Onboarding Checklist