The manager plays an important role in the successful onboarding 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 |
| Schedule an appointment with Haas HR for the new hire’s Haas orientation. This should be scheduled for the first day or second day. This meeting aims to assist employee with their integration to the Haas community. It provides 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. Here is a sample announcement. | Within the first week |
| Identify the regular meetings your new employee needs to attend and add them o 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 |