/ New Employee Onboarding Checklist
A guide for new employees and their managers

Employee: Today’s date:

Position: Start date:

Supervisor: Hours / Schedule:

Offer

Outcomes: Set the framework for a great start for your new employee by establishing clear expectations and avenues for success. Open communication with current employees will create a prepared and welcoming atmosphere.

HR or Hiring Manager / Notes / Comments
Confirm wages, start date/time, work schedule
Call to make offer / Share where to report, date, time, parking and review dress code
Email announcement to staffintroducing new team member
Coordinate 1st two weeks (training, assignments, etc.) / Identify training “buddy”
Create training plan / Working with whom and learning what, schedule staff meetings (add to calendars)
Create Success Plan / Includes initial assignments and goals
Review job description for updates, customization, etc.

Distribute(Before employee’s first day)

Outcomes: This is a welcoming work environment with informed colleagues and a fully-equipped work space; new employees feel “settled in” on their first day.

HR or Hiring Manager / Notes / Comments
Acceptance letter / Obtain signature
W4, K4, direct deposit / Collect
Emergency contacts / Collect
Job description / Obtain signature
Benefits summary (and enrollment forms) / Answer questions, collect 1st day (prior if possible)
Employee Handbook / Obtain signature
Other acknowledgements (non-disclosure, etc.)

Internal(prep and to do)

HR or Hiring Manager / Notes / Comments
Identify work space
Prepare computer
Prepare phone system
Set up email
Set up in timeclock and payroll system
Add to staff email distribution list
Order name badge, business cards
Identify entry codes/keys
Add to staff lists (calling tree, website, etc.)

1st Day(and two weeks)

Outcomes: The employee feels welcomed and prepared to start working; begins to understand the position and performance expectations.

HR or Hiring Manager / Notes / Comments
WELCOME: Tour & Introductions (restrooms, breaks, emergency procedures)
Review mission, vision and values
Review documents / Success Plan, job description, assignments
Review and discuss benefits / Submit enrollments to vendors
Complete I9 / Make copies, file (paper and electronic, E-verify)
Review Employee Handbook / Review critical policies, etc.
LUNCH w/new hire
Introduce to workspace, computer, email, supplies, phone system
Meet with the new hire at the end of the week to get their feedback as to how their week went.

Ongoing (week)

Outcomes: New employee builds knowledge of internal processes and performance expectations; feels settled into the new work environment.

HR or Hiring Manager / Notes / Comments
Schedule regular one-on-one meetings / Provide feedback, answer questions/concerns, solicit feedback
Determine if new hire needs to meet with staff (either again or for the first time)
Evaluate training needs and set up
Continue to review and update the Success Plan, assignments
Celebrate successes

90 days

Outcomes: Employee is becoming fully aware of his/her role and responsibilities, beginning to work independently and produce meaningful work. He/she continues to feel acclimated to the environment, both functionally and socially.

HR
Follow up with Scott HR and employee re: Success Plan / Reach out to new employee re: 1 year follow up (may actually be 9 months)

Comments:

January 2017, updatedPage 1 of 3