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.

Actions/Responsibilities Suggested Timing
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:

  • 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 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
Celebrate successes. Ongoing
Provide ongoing informal feedback. Ongoing