Non-State Benefits for Rutgers Positions.Discuss compensation and raise policies.Answer any questions and give/receive feedback.Discuss goals, projects, and plans for the upcoming year.Recognize their first year at the company.Check that the employee has received all the necessary training.Set goals and objectives for the next 6 months.Review the employee's goals and progress so far.Conduct a six-month performance review.Discuss the end of the probationary period.Check the employee's progress on their training.Schedule an informal performance review.Schedule regular meetings to keep the employee engaged.Check that employee payroll is running smoothly.Ensure the employee is on schedule with training.Invite the employee to connect with any company social media accounts.Ensure the employee has met with key colleagues.Check that equipment assigned to the employee is functioning and answer related questions.Review the employee's probationary period.Review employee performance evaulations and set goals.Touch base each day to ensure they are settling in.Give the employee any initial assignments.Help set them up with computers or other equipment.Provide an employee handbook and answer any questions.Review all policies, such as safety and security policies.Review professional ethics and the code of conduct.Review the first week's schedule and work hours.Conduct a general job orientation, with a tour and introductions.New Hire Checklists for Employers for the First Year: Day one: Schedule any training and arrange for trainers, equipment, and space as necessary.
This includes cleaning their new space, getting business cards, access badges, and IT equipment such as computers, phones, etc. Email their team to introduce the new hire, set up necessary meetings with key staff members, set up a workplace tour, and arrange social lunches or coffee dates. Help integrate new employees into your organizational culture. Complete all new hire forms.ĭoing this before their first day will save both of you time and let you focus on more important things when they come into the workplace.
You can make this part of your new employee welcome letter. Review job descriptions and duties.Įmail the employee a copy of the job description, answer any questions, provide an overview of the functional area, and describe how the employee fits into the department. This is a chance to contact the employee and clarify the first week's schedule, provide a timesheet if necessary, and supply basic info, like parking rules and dress code. This is essential for many positions to ensure the safety and security of clients and colleagues. Make the hire official with your HR department before proceeding any further.
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