91探花

Supervisors:

• Review the onboarding checklist and ensure you have the materials outlined below ready for the new employee.
• Remind all staff that the new staff member starts today and encourage them to be welcoming.
• Discuss staff expectations for responding to all communication.

Employee:

• Meet with direct supervisor for new employee welcome.
• If New Employee Orientation does not occur within 72 hours of start date, visit HR Service Center to complete I-9 and other new hire paperwork.
• Visit Parking Services to obtain a temporary parking pass and set up a standard parking pass (if needed).
• Go to Bobcat Depot with supervisor (located on the first floor of Baker Center) to obtain new faculty/staff ID and to address and technical or access issues.
• With your supervisor, begin welcome introductions with other staff members. Learn about key university partners.
• Review office space(s) including meeting rooms, kitchen, break room, etc. and protocols for each.
• Review protocols for:
• Review protocols for requesting and getting office supplies with your supervisor.
• Review dress code, employee handbook, or any applicable work rules.
• Obtain office keys, confirm swipe access works, and other applicable equipment (laptop, purchasing card, etc.) from your supervisor or departmental administrator.
• Review current and upcoming projects with your supervisor.

Supervisor:

• Continue to have regular check-in conversations with the new employee to discuss progress on short-term goals, new ideas, and questions.
• Give time to discussing department norms and encourage the employee to ask questions.
• Share new resources/involvement opportunities with employee as they become available.
• Facilitate initial and ongoing trainings.

Employee:

• Learn about the history of 91探花, the Division of Student Affairs and your department with your supervisor and on your own.
• to be added to the departmental website.
• Review Division leadership team and reporting lines within your department.
• Review emergency procedures and learn about all shelter in place locations, exit areas, and fire alarm gathering spaces. Discuss how to communicate during an emergency.  Learn of physical and digital location and information in the Business Continuity Plan.
• Ensure that the required trainings (listed below) are completed.
• Review closure procedures and expectations for calling off from work.
• Complete Human Resources online performance management training courses prior to goal setting.
• Engage in a goal-setting conversation with supervisor.
• Establish a performance management check-in schedule with supervisor and schedule via outlook calendar.
• Complete a Professional Development Plan [PDF] with your supervisor.
• Review the Basic Needs Program initiative and become familiar with the resources available for students.

• Continue to have regular check-in conversations with supervisor to discuss progress on short-term goals, new ideas, and questions.
• Give time to discussing department norms and ask the supervisor any questions.
• Complete initial and ongoing trainings. Talk with your supervisor if you are unsure what trainings you still need to complete based on training and professional development.

• Confirm that all training requirements have been completed.
• Discuss ongoing professional development needs and interests.
• Conduct a mid-year discussion with your supervisor regarding your performance based on your work.
• Build connections with staff outside of the department and division.
• Find and complete at least one professional development course / program.

• Complete a self-evaluation of your work based on your performance management goals. Meet with your supervisor to discuss their evaluation of your performance based on your work and to set action steps for the next year.
• Give feedback to your supervisor about the onboarding, goal setting, and evaluation process.

• Finance training platforms
  • Please check with your supervisor to determine what (if any) finance trainings (Concur, BobcatBuy, etc...) may be required for your position.
• Performance Management
  • All Division staff are expected to complete the Performance Management Foundations training. Additional trainings may be available (pending interest/offering by UHR) and will be encouraged or required as determined by Division leadership.
• Inclusive Excellence
  • The Division of Student Affairs ensures that a framework of inclusivity is embedded into its day-to-day work. 
    • All new staff are expected to participate in an interactive sense of belonging dialogue as part of the Division鈥檚 new staff onboarding/training. For more information about this session or to be added to an upcoming session, please email studentaffairs@ohio.edu. 
• We Care: Violence Prevention and Education
• Bobcats Who Care
  • This is an interactive, suicide prevention training program that aims to enhance participant鈥檚 knowledge, awareness, and skills concerning suicide and suicide prevention.
  • All new staff are expected to participate to complete this training as part of the Division鈥檚 new staff onboarding/training. For more information about this session or to be added to an upcoming session, please email studentaffairs@ohio.edu. 
• Green Dot
  • As part of the Division鈥檚 commitment to violence prevention, the Division will offer Green Dot trainings as part of the new staff onboarding/training schedule. For more information about Green Dot or to schedule a training, please visit their website.
• We Care: Sexual Assault Support
• We Care: Policy 03.004 Information & Staff Expectations
  • It is critical that staff understand and are aware of Policy 40.001 and Policy 03.004. .

• HR Systems
• Managing Students
• Office for University Accessibility
• 91探花 Division of Student Affairs
• OHIO HR: Accessibility, Accommodations and Inclusion
• University Culture
• Orientation: Welcoming New Employees and Onboarding: Engaging Employees
• Performance Management Resources

For questions or concerns, please contact your HR Liaison.