Onboarding Checklist | Human Resources

Pre-Arrival

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.

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.)

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.

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.

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.