Carefully assemble your selection committee and notify members that their responsibilities extend beyond the interview panel and into the orientation and onboarding experience of the successful candidate.
Identify an appropriate onboarding buddy - it would be even better if this person was also involved in the search process
Supervisor creates a list of all stakeholders the new employee needs to meet in the first two weeks and then, by creating a google calendar for the new hire (this can be done even if the new hire does not yet have a berkeley.edu address), start adding those meetings to calendars. (Make sure to share this new calendar with the new employee and other relevant staff.) Consider building in social/less formal lunches on the calendar for the first two weeks. Assign one of the lunch dates to be a tour guide for the department/both.
Supervisor plans first day of work: How is the new employee welcomed? Consider starting their first day with breakfast at the Faculty Club, for example, with the agenda of reviewing their two-week onboarding schedule.
Buddy calls the new employee just to check in and answer any and all questions about the job/culture of Berkeley and the department. Buddy gives information about parking and transit. Buddy will be their lunch date on their first day.
Supervisor works with the new employee to determine what computer/phone/other equipment is needed and coordinates ordering to ensure the workplace will be fully functional on the first day.
Supervisor asks new employee to send a brief bio and a photo. Supervisor emails an announcement to the organization with a CC to the new employee.
Supervisor determines where the new staff member will sit and makes certain the area is cleaned and stocked with needed items. (Bonus points for making a personalized “Welcome” banner/sign and posting it in their workspace.
Supervisor orders new keys/arranges building access.
Supervisor confirms start date, time and location for the first day of work
Supervisor arranges background check (if needed)
Supervisor adds New Employee Orientation to new hire’s calendar
Supervisor greets new employee and walks them to CSS for onboarding
Review job description and PEM.
New hire is given a tour of their workspace, equipment details (xerox codes), mailbox, kitchen, emergency evacuation plans.
New hire registers for warnme.berkeley.edu
Buddy calendars 30 minute checkins for the next six weeks
Supervisor reviews org charts and explains how the new hire fits into the department/division and university’s mission.
Supervisor (or buddy) walks new employee around and makes introductions to others.
Supervisor and new employee determine and schedule needed training (Caltime, bConnected, other systems)
Supervisor adds new employee to all mailing lists, calendar events et cetera
Supervisor describes relevant work procedures to new employee:
Work hours and schedule
Procedure for notification for time off/sick leave
Steps to resolving problems and conflicts
Assist employee with ordering business cards (if needed)
Review CHR website/ strategic plan
Review probationary period details with new employee and schedule 3 and 6 month performance checkins
Supervisor, employee and buddy meet and discuss the onboarding experience and determine what is left to complete. Ask new employee how the recruitment, hiring and onboarding experience could be enhanced for the department.
Schedule and conduct three month check in on progress
Determine further training needs
Discuss and create a professional development plan
Schedule ergonomic assessment of work space and order
Schedule and conduct six month check in on progress