Supervisors Onboarding Checklist

The Supervisors Onboarding Checklist

is designed to assist with the departments orientation process.

Onboarding is a long-term process that begins before an employees start date and continues for at least one year. This
Checklist is organized chronologically and helps hiring supervisors prepare for the arrival of new employees. Once an
employee is hired, the supervisor can work with the employee to complete the checklist. The hiring supervisor may add
additional activities that are relevant to the new employees area.

Prior to Start Date

PREPARING FOR YOUR NEW EMPLOYEES ARRIVAL

Communication
Offer position to final candidate.
Confirm acceptance / start date.
Stay in regular communication via email or phone.
Provide critical first-day information:
o When to arrive (date and time).
o Where to park.
o Where to report.
o What to wear (e.g., appropriate dress, uniform, lab attire, hard-toe shoes).
o What documents to bring to complete Employment Eligibility Verification Form (I-9 Form).
o What the schedule will be.
o What the lunch options are.
Announce the hiring and start date of your new employee.

Work Environment
Prepare new employees workspace (clean, organize, order supplies, computer/technical setup, phone access, etc.)
Order name badge, business cards, label mailbox, update department directories/org. chart, etc.
Welcome your new employee! Provide something to welcome your new employee to the team, such as: welcome
sign, treats, an office potluck, something from the Bookstore (SLCC mug), etc., to make the work area more inviting.

Schedule
Set aside time on your calendar to make sure you are available when the new employee arrives on the first day, and
frequently throughout the first week.
Plan and schedule any training critical for your new employee to receive within the first few weeks on the job.
Set up appointments with individuals whom your new employee should meet early on (key colleagues/associates, HR
Benefits, etc.)

Other
Compile New Employee Paperwork (See HR Website Employment Forms for NEW HIRES)
http://www.slcc.edu/hr/index.aspx

The First Day

WELCOMING YOUR NEW EMPLOYEE

Introductions
Be there when your new employee arrives. Discuss the plan for the first day of work.
Introduce your new employee to colleagues.
Give a department tour (place to hang coat, restroom, drinking fountain, vending machines, break room, refrigerator,
emergency exit, etc.)

Policies, Procedures and Paperwork

 Review the New Employee Orientation Checklist.

Complete the compiled New Employee paperwork.
Review disaster and evacuation procedures Emergency Procedures http://www.slcc.edu/police/
and 801-957-INFO
Review the goals of the new employee and yours as a supervisor.
Develop a training plan and timeline for training.

Work Environment

Provide a tour of the work site work area, storage space, restrooms, break area (vending, refrigerator, etc)
Obtain a parking permit.
Provide and explain a Campus Map.
Obtain office keys.
Go over phones, fax, copier, and office supplies.

The First Week:

GETTING OFF TO A GOOD START

Orientation
Be sure your new employee completes the New Employee Orientation. (Online)
Review key colleagues and prepare new employees for successful one-on-one meetings with each.
Review the SLCC Mission and Vision. Provide overview of the role of the Community College within the community
and Utah educational system.
As appropriate, review department and division organization charts.
o Discuss how they relate to the overall campus structure.
Describe the work environment and culture of your department.
Define customer base and discuss expectations for customer service.

Performance Management

Review position description to ensure clear understanding of job duties and responsibilities.
Establish performance expectations and means of assessment through the Performance Appraisal.
Emphasize the importance of ongoing, open communication.
Discuss probationary period

First Month:

LEARNING THE ROUTINE

Policies, Procedures and Paperwork

Encourage the new employee to check the campus online directory to make sure his/her name and contact
information is correct.
Encourage the new employee to check their first paycheck information to ensure it reflects benefit plan choices,
payroll deductions and personal information correctly.

Training and Development

Ask for feedback about how things are going, and if your new employee is getting the necessary support from you and
others to become proficient in their position.
Review progress on training plan.
o Check with your new employee on their progress meeting key colleagues and making connections.
o Review progress of completion of recommended and required training sessions.

Performance Management
Be available to answer your new employees questions.
Set assignments and timelines.
Continue to provide detailed instructions and resources for completing tasks and assignments.
Hold weekly meetings to review performance expectations and initial performance regarding goals and expected
deliverables.
Increase the complexity and scope of work to assess your new employees ability to perform the full range of duties
within the position.

The First Six Months:

MASTERING THE ROLE

Training and Development

Review the Center for Innovation website http://www.slcc.edu/innovation/ for professional development workshops,
programs and services. Determine which workshops and programs your new employee should enroll in during the
next six months.
Ensure that your new employee is gaining exposure to a variety of project types and learning opportunities.
Continue to communicate College and Department mission and vision.

Performance Management
Identify strengths and determine what knowledge, skills, abilities and assignments will complement or enhance the
employee.
Schedule and hold six-month performance appraisal meeting. Submit the completed Performance Evaluation Form
(PEP) to HR.
Ask for their feedback as a new employee. What worked for them in the orientation, how can the connections be
improved?

The First Year:

ENCOURAGING EMPLOYEE ENGAGEMENT

Training and Development

Ask your new employee what training and development opportunities are of interest to them.
Discuss professional development opportunities that will directly enhance job performance.
Discuss which opportunities may be appropriate and how they fit into the strategic plan for the department.

Performance Management
Complete Employee Performance Appraisals
o Summarize employees contributions over the entire appraisal period.
Set goals for the coming year
o Encourage continued professional development.
o Develop a Professional Development Plan with respect to future years goals.
o Review the Center For Innovation web site for workshops, programs and services.
Create and encourage opportunities for your new employee to interact with a greater cross section of the campus
community.
o Staff and Faculty Association
o Standing Committees and Priority Councils
o Professional Organizations (department specific)
o Athletic Events
o Thayne Center for Service & Learning