Successfully orienting an employee to your department involves three critical phases: Pre-arrival, Arrival and Long-Term. The following are descriptions of these phases with suggested orientation tasks for each phase.
Employees first impressions of a department are formed during the hiring process. Departments must ensure that their interactions during this period are positive and consistent. The following are pre-arrival tasks that will help achieve these goals. |
Contact the new hire with employment and arrival information
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Prepare for the new employee’s arrival
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The phase begins once an employee arrives to work on their first day. One of the most lasting impressions employees have of their department is how they are treated during their first several weeks on the job. Based on these experiences, new hires learn how a department values its employees. The following are suggested post-arrival tasks and strategies to help successfully assimilate an employee into the department. |
During the first day at work
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During the first week of employment
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Orientation does not end after the first month of employment at UM. It is an ongoing process that can last from three months to one year. To achieve orientation success, departments must utilize strategies that focus on the long-term assimilation of an employee. The following are elements to include when creating your department’s long-term orientation strategy. |
Consider completing a Probationary Period Appraisal upon completion of probation. See the appropriate probationary period policy for additional information.
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Regularly review the progress of the employee. See Performance Management for additional information. |
Encourage feedback from the employee with an Upward Performance Appraisal.
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