(Prior to start date) / Day 1/Week 1 / within first 30 days / within first 90 days / 90-180 Days
CEO / · Send welcome aboard e-mail within one week of hire / · Meet employee / · Invite to “fireside chat”
HR / · Send welcome letter with packet
· Arrange Gift
· Complete HR checklist
· Review Benefits / · Review benefits (if not done pre-hire)
· Process paperwork and complete HR checklist / · Finish Checklist
· Schedule Compliance Training
o Quality Systems Awareness
o Sexual Harassment (Supervisors)
· Check in: gather feedback; answer questions / · Assist with Training Plan
· Send reminder re 60-day review
· Check in: gather feedback; answer questions / · Check In: Get Feedback on:
o Assimilation
o Learning Opportunities
o Satisfaction
· Send Reminder re: 6-month review
RM/HM / · Review/tailor/create PD
· Send announcement to team
· Appoint “buddy”
· Coordinate welcome event/lunch
· Coordinate task order cost proposals
· Complete charge authorization
· As applicable, ensure:
· HM/FSO/IT:
· Coordinate work space preparation
· Set up phone and computer
· Secure clearances, badges, access, visit requests
· Obtain signage, keys, supplies, and equipment
· Initiate/secure clearance
· Set up Govt. email account/access / Complete Supervisor New Hire Checklist including:
· Review paperwork and FAX to Marie; send originals via mail
· Review Position Description and discuss expectations
o Your role as supervisor
o Customer relationships
o Training Plan (provide links; DAU, etc.)
o Dress code
o Attendance
o Technical Performance and Evaluation Process
o Reporting Requirements (if any)
· Complete Orientation checklist and provide forms.
· Demo Unanet
· Review Synectic capabilities pitch
· Discuss corporate culture, mission, vision etc.
· Review Synectic organization chart and explain how employee fits in
· Identify any key relationships to build within company or non-customer relationships
· Review company POC list
· Review customer organization chart and provide links
· Provide other links as appropriate
· Provide overview of system(s) person will support/ links
· Provide acronym list and other technical info or links
· Take person to Visitor Control for badging and then to the customer’s office.
· Introduce to buddy and people they need to know to do the job.
· Provide Safety DVD and get acknowledgement / · Periodically check on employee’s recurring needs
· Provide extensive explanation of role
· Introduce performance management process
· Establish preliminary goals and objectives in writing / · Complete 60-day progress review
o Relationships
o Performance Feedback
o Goals
o PD Review
· Establish tailored Training Plan as required
· Periodically check on employee’s recurring needs / · Complete 6-month progress review
o Performance Feedback
o Goals
o PD Review
o Training Plan Review
New Hire / · Review packet / · Enroll in benefits, orient, socialize / · Ask questions; provide feedback
· Learn role, understand expectations and goals
· Establish key relationships
· Attend training/gather info / · Ask questions; provide feedback
· Provide input for Training Plan
· Develop relationships
· Attend training/gather info / · Assimilate/Solidify relationships
· Implement Training Plan
· Measure progress against goals
· Provide feedback for adjustment to PD, Training Plan, goals etc.
Goals of on-boarding include:
· New Hire Retention
· Engagement
° Integrate new hires into company culture
° Convey sense of excitement
· Provide tools and resources
· Explain benefits and complete paperwork
· Meet legal requirements
· Consistent sharing of information; manage knowledge transfer successfully
· Create a social network to welcome the employee and provide information
· Build and develop key relationships
· Continuously sell the company and the position to the employee for the first six months, so as they ask themselves if they made the right decision they answer affirmatively
During the period, managers should also make an effort to learn about the employee.
· Discover what the employee is passionate about so you can help them channel that energy to add value.
· Gain an understanding of what is important in the employee’s life beyond the workplace to help them maintain healthy work/life balance.
Effective program should:
Make new hires feel welcome
Inspire pride
Help them see the big picture
Reinforce that they have made a good decision by joining the organization
SSI-F-HR-24V4