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New Employee Onboarding Checklist

The document outlines a new employee onboarding checklist that includes actions to be completed by various departments before, during, and after a new employee's first day. It details sending offer letters and welcome packets, setting up equipment and accounts, introducing the new hire, reviewing expectations and policies, conducting orientation sessions, and following up with performance evaluations at 30, 60, 90, and 120 days. The goal is to help the new employee acclimate to their role and department through a thorough onboarding process.

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2K views4 pages

New Employee Onboarding Checklist

The document outlines a new employee onboarding checklist that includes actions to be completed by various departments before, during, and after a new employee's first day. It details sending offer letters and welcome packets, setting up equipment and accounts, introducing the new hire, reviewing expectations and policies, conducting orientation sessions, and following up with performance evaluations at 30, 60, 90, and 120 days. The goal is to help the new employee acclimate to their role and department through a thorough onboarding process.

Uploaded by

Nor
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as XLS, PDF, TXT or read online on Scribd
  • New Employee Checklist Overview: Provides an overview of tasks and actions to be undertaken for new employee integration.
  • New Hire Introduction (First Day through First Week of Employment): Covers the initial orientation activities to settle new hires into the workplace during their first week.
  • Pre-Hire Preparation: Includes tasks related to employee information collection and coordination with relevant departments before employment begins.
  • New Hire Orientation (First Day through First Month of Employment): Encompasses activities focused on immersing new employees into the organization within the first month.
  • Department Orientation (First 30, 60, 90 Days of Employment): Details meetings and orientation sessions essential within the first three months to integrate employees into individual departments.
  • Ongoing Onboarding (After First 90 Days through First Year of Employment): Outlines continued assessment and feedback activities to support employee growth and alignment with company goals over the first year.

√ New Employee Checklist Who Will Complete Action Date Completed

Pre-Offer Acceptance
Send offer letter. Should include position, title, HR Department
salary,etc.
Pre-Hire Preparation
Complete Employee Information Sheet Form and New Employee
submit appropriate pre-employment requirements to
Human Resources and Corporate Payroll Head
Officer
Send Department Welcome Letter to new employee HR Department
which should confirm position, title, salary,
supervisor and when/where to report. Include any
other documents you want employee to have in
advance of first day of employment.

Call new employee to confirm receipt of Department HR Department


Welcome Letter and confirm start date, place, etc.

Send internal memo to department announcing new HR Department


employee's arrival date and responsibilities

Ensure cleanliness and order of work area. Set up Immediate Head


office space with phone, computer, supplies, office
keys, etc.
Order/install telephone, phone number IT Department
Arrange for computer login and password setup, IT Department
email setup,
Develop and any orientation
department required software
binder installation HR Department
New Hire Introductions (First Day through First Week of Employment)
During first day
Greet the employee and introduce to co-workers and HR Department
work areas

Introduce employee to orientation "buddy" and HR Department


explain role of orientation buddy
Review information provided in department New Employee
orientation binder

Review job description and expectations New Employee


Assign first project/assignment and schedule follow Immediate Head
up meeting to discuss any questions employee may
have after beginning work on project/assignment

Review first week schedule of activities Immediate Head


Take staff member to Payroll Head Officer to fill-up Immediate Head
Company ID application form
During first week
Review Lamco's mission, vision and guiding New Employee
principles
Ensure employee understands relationship between Immediate Head and HR
their job, the department and the institution Department
Review job responsibilities and expecations (30, 60, New Employee
90 days), work relationship with others in the
department and department/Lamco policies
(work rules, work schedule, time away from work,
meal break/work breaks, pay policies and
procedures, office supply order procedure, severe
weather plan, work attire, emergency procedures,
parking, building access, telephone/email policies,
etc.)

Review department priorities/key projects for New Employee


coming year
Develop department personnel file for employee. If HR Department
employee is transfer within Lamco, obtain
department personnel file from employee's previous
department.
New Hire Orientation (First Day through First Month of Employment)
During first month
Ensure employee attends Lamco orientation to gain HR Department
overview of organization, mission, vision, values,
total compensation and HR programs. Staff
handbook will be provided.
Follow up with employee after orientation event to HR Department
ensure understanding of critical messages and
expectations
Department Orientation (First 30, 60, 90 Days of Employment)
Meet regularly with employee to answer questions HR Department
and ensure they are becoming acclimated to
department and position
Conduct 30 and 60 day meetings with supervisor to HR Department
review employee questions and establish
performance expectations/goals. Ensure employee is
becoming acclimated to department and position
responsibilities

Obtain signed copy of Lamco Staff Handbook HR Department


Acknowledgement of Receipt and Confidentiality
Agreement. Keep in department personnel file
Ensure the employee has signed up for benefits HR Department
within 30 days of date of hire
Conduct 90 day evaluation meeting and form (end of HR Department
Orientation and Evaluation (new hire) ). Decision
should be made to recommend successful
completion, extension of period for 30 days, or
discharge because of unsuccessful completion of
review period.

Assess the department's orientation process, HR Department


encourage feedback from employee
Review and determine employee's professional
development plan for coming year
Ongoing Onboarding (After First 90 Days through First Year of Employment)
Ongoing
Schedule and conduct 120 day meeting with HR Department
supervisor to review progress of employee towards
performance expectations and goals

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