Successfully orienting an employee to your department involves three critical phases: Pre-arrival, Arrival and On-boarding. 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.
Prepare for the new employee’s arrival
  • Prepare the work area
  • Assemble a department orientation packet
  • Notify departmental staff of the new employee’s arrival
  • 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
  • Greet the employee and introduce him/her to co-workers and work areas
  • Complete the Departmental Orientation Checklist
  • Review the first week’s schedule of activities
  • Assign the first project and schedule a feedback session
  • Ensure the new employee has signed up for benefits, if applicable
  • During the first week of employment
  • Review the department’s function, mission, vision, and culture
  • Ensure the employee understands the relationship between their job, the department, and the University
  • Explain the employee’s work relationship with others in the department
  • Review current, 90-day, 6-month, and 1-year department priorities
  • Describe customer service expectations
  • Explain applicable department policies, work rules, work schedules and time away from work procedures
  • Make sure the employee is trained in safety and emergency procedures
  • Schedule technical training as necessary
  • Review pay policies and schedules
  • Meet regularly with the employee to answer questions and guarantee that they are becoming accustomed to the department and position responsibilities
  • Establish performance goals with the new employee
  • 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.
  • The probationary period is 90 days for non-exempt hourly employees
  • The probationary period is 180 days for exempt employees
  • Regularly review the progress of the employee. See Performance Management for additional information.