The manager plays an important role in the successful orientation experience of new hires. The following is important to ensure that your new employee has a smooth start at Haas.

Remember that the probationary period is the final and most important part of a selection process. Your role in onboarding new employees is essential to their success, and diligent attention is needed so that they feel a sense of belonging within Haas.

To that end, Haas Staff HR will provide both career (opens in a new tab) and contract (opens in a new tab) employees with an onboarding guide, which outlines the chronological steps for welcoming and orienting your new employee.  This list should be copied and saved for the new employee, their supervisor, and any other team member who is helping to orient and train the new employee.  Once it is copied, saved, and shared, it can be customized by adding specific training plans for your unit.

The information below summarizes some highlights.  Certain points to be amplified for all employees:

  • All employees must complete timecards; all supervisors must approve them.  You will receive a monthly email reminder; as of July 2024, the UC System is starting to implement corrective action for those who do not complete this monthly requirement.  See login link (opens in a new tab) and training resources (opens in a new tab)
  • All employees are required to complete the training outlined in the checklist; some is mandatory by law, others by UC policy.  Please see the training outlined in the checklist

Please reach out to us anytime if you have questions or need support: HaasHR@berkeley.edu

Actions/Responsibilities Suggested Timing
BRS HR will send the offer letter to new employee. Upon acceptance of offer, the BRS HR onboarding team will send a note to your new employee to schedule an appointment no later than the first day to complete new hire paperwork and receive benefits information. No action required on your end. Approximately two weeks before start date
Inform the employee when and where to report to work on the first day. Upon acceptance of offer
Provide the new employee with a Start Guide and action items related to onboarding (Haas culture, key resources at Haas and on campus, safety information, Berkeley Haas Style Guide, ergonomics, and more). Upon acceptance of offer
Haas HR will notify (and cc you) HelpDesk, Copy/Mailroom, Facilities, Finance of new hire’s start date, office location, phone line, etc. Upon acceptance of offer
Prepare office space (desk, chair, and phone).
For questions about telephone equipment contact the HelpDesk.
Order name badge and name plate.		 Week before new hire starts
Prepare a schedule for new employee’s first week; please note due to UCPath, the schedule may need to be focused on meeting and training with other colleagues. CalNet ID may not be available until the second week. Week before new hire starts
Plan an assignment that provides an early win. Week before new hire starts
Appoint co-worker to help orient and train the new employee. Week before new hire starts
Identify training and systems required for this role (i.e. FERPA, CADS, BearBuy, BAIRS, Haas-specific systems such as EMS, etc). Week before new hire starts
Begin and end the new employee’s first day with a face-to-face meeting. If you are out of the office, appoint someone from your team to do so. On the first day
Introduce new employee to your team. On the first day
Give new employee a facilities tour (staff lounge, mailroom, copy room & supplies, restrooms, computer center, library, café, etc). On the first day
Take employee out to lunch or organize a team lunch. On the first day
Make an appointment with HelpDesk to help new employee with software/shared drives setup. This should be scheduled for the week after the new hire starts (Due to UCPath timeline) Within the first week
Discuss with your employee unit-specific information:

  • Your unit’s business plan, goals and objectives
  • Job description and how role fits in your unit and broader organizational context
  • Discuss expectations and set individual goals
  • Ensure new hire understands performance management review process and probationary period
  • Discuss work schedule and hours
 Within the first week
Compose and review with the new employee a “Welcome to Haas” communication to your department. Here is a sample welcome announcement. Within the first week
Identify the regular meetings your new employee needs to attend and add them to their bCal. Within the first week
Introduce new employee to key people. Within the first week
Review Safety and Emergency Procedures in your unit (closest exit and assembly point). Remind them to sign up for the next Safety Tour. Within the first week
Provide your probationary employee a performance evaluation (opens in a new tab) in writing. Within the first three months
Work with new employee to create a professional development plan. Within the first six months
Celebrate successes. Ongoing
Provide ongoing informal feedback. Ongoing