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The onboarding process begins with the acceptance of the job offer. Once you determine the start date you should work with your area business officer on the following:
NOTE: The person creating the master data file will receive the email with the new hire’s linkblue information.
Provide information to the employee before their first date of work via phone, email, etc.
Make sure your new employee’s work area is set up before the first day. First impressions count, so providing your new employee with a work area that is “move-in” ready matters.
If your new hire works outside of Lexington and is unable to obtain a WildCard ID, a paper ID card can be requested.
Select members your team to be the go-to experienced resource for your new employee during the first few months. They can help answer questions and provide guidance in the early phases of the onboarding process.
The schedule should include a balance of time with others and time alone to read introductory materials and complete orientation-related tasks.
Set your new employee up for success from the start. To ease anxiety on the first day, create a comfortable environment and have a plan to get your new employee involved, while remembering not to overwhelm them. At the end of the day, your new employee should know the basic operations of the department and leave feeling they have joined the right team. The rest of the week will build upon the foundation laid on the first day. It is important to remain available and approachable.
Focus on how the specific duties and responsibilities of your new employee’s job support departmental and university missions.
Inform your new employee of any orientation training that applies to them.
Although your new employee may feel “new” for some time, they should be growing more comfortable, confident and productive.
During the first few months, have one-on-one check-ins at least weekly to clarify questions, address concerns and monitor progress. Your feedback can have a considerable impact on your new employee’s self-perception and sense of achievement. The one-on-ones should be a two-way conversation. Listen to the feedback your employee is providing.
If the form is not completed within five working days (excluding Saturdays, Sundays, and holidays) of the employee’s end of orientation, it will be deemed the employee has successfully completed the new employee orientation period.
This performance appraisal is provided to evaluate the employee’s work performance and to serve as a basis in determining whether employment should be continued.
HR Training & Development opportunities are available to all UK employees:
One-on-one Tips
Once your new employee has settled into the position, onboarding focuses on their long-term success. At this stage, the process aims to engage your new employee in their own development and create excitement about achieving organizational goals.
You can engage your employee by fostering meaningful work, promoting work-life effectiveness and advancing career development. Now is the time to encourage your new employee to get involved in the greater campus community.