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.
|BRS HR will send the offer letter to new employee. Upon acceptance of offer 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 folks. CalNet ID will likely 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 set-up. 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:
||Within the first week|
|Compose and review with the new employee a “Welcome to Haas” communication to your department. Here is a sample 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 Procedure 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 an evaluation in writing.||Within the first three months|
|Work with new employee to create a professional development plan.||Within the first six months|
|Provide ongoing informal feedback.||Ongoing|
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