Supervisors Handbook to Orienting New Employees O N

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 Employee School/ Department LAUSD Community

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 ü Plan activities for first week and utilize his/her skills ü ü ü ü

Day One ü ü ü ü 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: ü ü ü ü ü 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 ü ü ü 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 ü ü 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 with Basic Job Survival Orientation Plan � Buddy System � Begin before day-one � Keep plan ongoing � Do Inform – Don’t Overwhelm � Allow time for practice � Provide on the job training