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- Print onboarding checklist, review, and customize.
- Schedule time to spend with the new hire on the day of arrival.
- Prepare the first day and first week agenda for the new hire.
- Prepare workspace for the new hire, if applicable (consider including welcome gift such as a small plant or card).
- Provide the new hire with start time, where to report on first day, and information on what to bring on the first day.
- Set up the new hire’s computer with email, NetID, internet account privileges, and software applications, if applicable.
- Contact HR for any additional onboarding questions.
Arrival (First Day/Week)
- Introduce the new hire to staff and provide tour of facility.
- Discuss organizational chart and share culture and history of the university and department.
- Review position description with the new hire and discuss role expectations and responsibilities.
- Create and post an internal announcement about the new hire.
- Select an employee on your team to become a peer mentor to the new hire.
- Discuss vacation, sick days, holidays, hours of work, flexible scheduling, requests for time off, dress code, etc.
- Explain office equipment procedures (examples: mail pick up, copy machine, telephone, printer, timesheets, etc.).
- Provide a staff directory and employee hand book. and order office keys, building keycards, and business cards, if applicable.
- Ensure the new hire has all materials necessary to perform their job and order supplies if needed.
- Schedule meetings with key contacts and departments.
- Review safety/emergency procedures and resources such as UT ALERT.
- Discuss probationary period.
- Schedule any required training (examples: leadership, IRIS, communications, university policies, emergency preparedness, occupational safety, etc.)
First 30-60 Days
- Continue to meet with the new hire to discuss their experiences and answer any questions.
- Continue to clarify roles, responsibilities, and expectations as needed, and provide ongoing coaching and feedback.
- Ensure employee has all necessary materials and is becoming familiar with campus.
- Model the kinds of behaviors you would like to instill in your new employees.
First 90 Days
- Schedule first coaching session and discuss progress on performance goals and role expectations (mid-way through six month probationary period).
- Share initial feedback, comments, and concerns, and ask for feedback on orientation, on-boarding process, and peer mentor.
First 180 Days
- Complete six month probationary review form prior to end of probationary period and submit to Human Resources.
- Evaluate progress on objectives, discuss performance, and develop goals for the following year.