SLIDE 1
PROVIDED BY ORGANIZATIONAL EXCELLENCE CLASSIFIED TRAINING BRANCH
Supervisor’s Handbook to Orienting New Employees (O.N.E.)
SLIDE 2 Why is Orienting Employees Important?
Successfully adjust to a new job Understand roles and fit Shorten the learning curve Develop positive working relationships Reduce anxiety Create greater job satisfaction
Effective Orientations Help Employees To:
Employee School/ Department LAUSD Community
SLIDE 3
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
SLIDE 4 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.
SLIDE 5
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
SLIDE 6
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
SLIDE 7
First Week
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
Discuss:
SLIDE 8 Six Months
Help Employee Gain Clarity, Reflect, Forge Ahead
Clarify the employee’s role on an
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
SLIDE 9
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
SLIDE 10 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
SLIDE 11
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
SLIDE 12 Let’s Sum it Up!
Orientation Plan
Begin
in with th Basi sic c Job
vival
Buddy
dy Syst stem em
Begin
in befo fore e day-one
Keep pla
lan ongoing
Do Inform
form – Don’t Overwhelm
Allow
low time e for practic ctice e
Provid
vide e on the job b training ining
