Orienting New Employees (O.N.E.) PROVIDED BY ORGANIZATIONAL - PowerPoint PPT Presentation

Supervisor’s Handbook to Orienting New Employees (O.N.E.) PROVIDED BY ORGANIZATIONAL EXCELLENCE CLASSIFIED TRAINING BRANCH

Why is Orienting Employees Important? Effective Orientations Help Employees To:  Successfully adjust to a new job  Understand roles and fit  Shorten the learning curve  Develop positive working relationships  Reduce anxiety  Create greater job satisfaction School/ LAUSD Community Employee Department

Supervisor’s Role in O.N.E.  Make initial contact  Clear your schedule  Establish plans ahead of time for day 1 & beyond  Lead by example  Cultivate the “I can’t wait to get started” attitude  Build trust

Why do Orientation Programs Fail? The Main Reasons Orientation Programs Fail: 1. Program was not planned. 2. Employee was not informed of the expectations. 3. Employee did not feel welcome. - Adapted from the International Personnel Management Assoc.

Before New Employee Begins  Call employee to touch bases  Mark your calendar  Prepare workstation  Notify and inform staff  Setup buddy system  Consider what training will be needed  Enroll employee in New Employee Orientation  Plan activities for first week and utilize his/her skills

Day One Show around facility  Introduce to co-workers  Complete essential paperwork  Have lunch together  Discuss most important policies and procedures  Provide a checklist of topics to address  Give copy of class description  Create opportunities to practice 

First Week Discuss: Important Procedures, Policies, Philosophies  Class Description  How Job Fits In and Impacts Others  Performance Expectations  Culture and Office Norms  Upcoming Projects  Interests and Goals  Training  Again, create opportunities to practice 

Six Months Help Employee Gain Clarity, Reflect, Forge Ahead Clarify the employee’s role on an  ongoing basis Communicate proper method for  decision making Set check-in meetings periodically  Reflect on work performance  Clarify “permanent status”  Forge ahead by encouraging employee  to explore training opportunities

One Year Celebrate Accomplishments And Look to the Future Provide formal performance feedback  Identify projects to gain skills  Explore promotional opportunities  Congratulate employee for not only  getting the job but reaching this mark

Supervisor’s Role: Follow-up is Key  Set the tone for future communication  Regularly and consistently  Evaluate – feedback goes both ways  Complete performance evaluations during probation at:  2 months  4 months  6 months  Permanent Status: 1 year

Where Do I Begin?  Start by asking employees most recently hired about their experience...solicit feedback  Prepare your list of goals for O.N.E.  Develop a plan for accomplishing O.N.E. goals  Inform current employees and be consistent  Standardize and document process so it’s accessible for the next time around  Refer to Orientation checklists and guidelines

Let’s Sum it Up!  Begin in with th Basi sic c Job ob Survival vival Orientation Plan  Buddy dy Syst stem em  Begin in befo fore e day-one one  Keep pla lan ongoing oing  Do Inform form – Don’t Overwhelm  Allow low time e for practic ctice e  Provid vide e on the job b training ining