Supervisor’s Checklist for

Onboarding New Employees

Directions

This checklist is designed to assist with a new employee’s orientation. Onboarding is a sustained process that begins before an employee’s start date and continues for at least six months. This checklist will guide the Supervisor in effectively bringing a new employee onboard at UNC General Administration. The hiring manager may add additional activities that are relevant to the new employee’s area. Internal transfer employees may omit items that are not applicable.

Pre-Arrival

Confirm offer letter sent to new employee either by Human Resources or Hiring Manager
Send email or call to officially welcome the new employee after confirmation of acceptance
Provide new employee with a contact in the event of a question or issue
Prepare new employee’s workspace, including phone, computer, email, equipment, and system access
Send out welcome email to department/building

On the First Day

Ensure employee attends New Employee Orientation
Ensure employee obtains UNC OneCard

During the First Week

Welcome and introduce the new employee to the department staff
Provide the employee a tour of their assigned work place
Inform employee where restrooms and break areas are located
Tour the building and nearby office suites and introduce the new employee to other staff members
Arrange for department staff to have lunch with the new employee sometime the first week
Ensure the new employee has obtained the following:
·  Keys, codes, etc.
·  Computer access to all relevant programs
·  Necessary office supplies
·  Department contact list
Review any departmental policies and procedures, which may include the following:
·  Working hours and lunch schedule
·  Office organization (files, supplies, etc.)
·  Emergency procedures
·  Requests for time off, unexpected absences, and call-in procedures
·  Appropriate attire for workplace
Review the new employees job responsibilities and expectations, which may include the following:
·  Overview of the job duties and job description
·  Department organizational chart
·  Performance appraisal process and institutional goals
·  Departmental goals, individual goals, and talent development goals

Within Two Weeks

Arrange the opportunity for employee to “shadow” a colleague(s) in a similar or related position
Check in-regularly with the employee (e.g. how you are doing?)
Ensure employee completes applicable trainings (PeopleSoft, IT, Safety, Harassment, etc.)
Remind employee about Benefits enrollment deadline and who to contact for information or guidance

First Month

Ensure employee completes benefits enrollment within 30 days of their benefits eligibility date
Continue to clarify roles,f responsibilities, and expectations; provide on-going coaching and feedback
Schedule weekly/monthly update meetings as needed

Two to Six Months

Check in-regularly with the employee (e.g. how you are doing?)
Schedule weekly update meetings as needed
Provide regular feedback and training as necessary to assist employee with development
Complete quarterly probationary performance reviews (April, July, October, January)