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:
|
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 |