入职步骤和流程

As part of the hiring process, all new benefits-eligible staff will be automatically registered for 新员工入职培训[PDF] 和 the date for orientation will be included on the official offer letter sent by the HR Service Center. Similarly, new benefits-eligible faculty will be automatically enrolled in orientation. That date will be shared with both the department 和 new employee.

As orientation is a half-day virtual session, it is important that no meetings with the new employee be scheduled during the session. Ideally, pertinent team meetings would be rescheduled to allow the new employee to participate fully.

In addition to new employee orientation for benefits-eligible employees, department heads 和 deans are strongly encouraged to have new faculty attend newbb电子平台’s 欢迎新教员.

Hosted by the Office of the Executive Vice President 和 Provost, the 欢迎新教员 provides critical information, 资源, 和 support for new faculty joining any of newbb电子平台's campuses. The event offers information regarding critical processes 和 procedures, 学生支持与成功, 晋升和终身职位, tapping 资源 that support teaching 和 research, 和 key introductions to University contacts.

The first day can be overwhelming for new employees 和 their supervisors. 设置开始日期时, supervisors should ensure that their schedule is as clear as possible so they can engage new employees in an interactive 部门 orientation: making introductions, 共享相关办公信息, 等. 鼓励主管使用 部门 新雇员核对表[多克斯) 和 establish an itinerary for the first day that a new employee will be in the office.

A robust recruitment plan typically includes sharing information about the institutions overall mission, 值, 和 strategy as it helps inform a c和idate’s decision regarding an offer of employment. 一旦员工接受了这份工作, reaffirming this information can help solidify their underst和ing of their role within the university 和 their sense of belonging at 俄亥俄州.

There are various ways supervisors or 部门 leadership can incorporate this information into onboarding. First, supervisors encouraged to share relevant 资源 such as the 使命及价值观 和 大学文化 网页及 动态战略 页面 总统办公室的人. 另外, these high-level focuses should also be taken into consideration when setting goals with employees as discussed in the performance management section. 最后, 只要有可能, supervisors should encourage employees to attend relevant campus events such as the annual 教师 和 工作人员 Convocation hosted by the Office of the President. 

大学的, there are a variety of involvement opportunities for faculty 和 staff such as employee affinity organizations, 专业发展计划, 参议院和委员会, 和 a wide-array of campus 和 community events.

再一次。, supervisors are encouraged to share this information with new employees as early as possible so that new employees feel empowered to immerse themselves into the campus community as quickly as possible. 更多信息可在 参与俄亥俄州 网页.

参与机会之外, there are a variety of 资源 available to ensure that employees feel supported 和 订婚了 throughout their employment 和, 类似的, it is critical for employees to know that 部门-, 单位- - - - - -, 和大学 leadership all value employee wellness 和 engagement.

Available 资源 include, but are not limited to, our 员工援助计划; 大学无障碍办公室; 健康计划; the LGBT, Multicultural, 和 Women’s Centers; meditation spaces; lactation spaces 和 more.

了解更多信息 on these 和 other 资源, employees 和 supervisors are encouraged to visit the 无障碍，住宿和包容 网页或联系他们 人力资源联络.

超越大学的使命和价值观, it is important that department leadership can also help employees align with department- 和 单位- - - - - -specific goals. 如上所述, the performance management model provides a great opportunity for employees 和 supervisors to connect positions back to bigger-picture strategies via goals that embody mission 和 值.

除了指导机会, many departments or units also have additional internal involvement opportunities such as diversity committees, 阅读组, 各种特别活动, 等. 欢迎新员工的时候, supervisors are encouraged to share general information about such opportunities 和 calendars with new employees prior to their start date. Doing so allows new employees to explore opportunities 和 be prepared to ask questions or discuss interests upon their arrival.

As more 和 more institutions recognize the value of peer mentorship or group mentorship, various departments at 俄亥俄州 are developing their own internal mentorship programs wherein new hires are paired with peers whose work embodies the core mission 和 whose behavior embodies the core 值 of the department, 大学, 或大学. While this approach has typically been studied with new faculty, research also suggests that establishing peer networks 和 实习机会, is beneficial for new staff.

If your department is interested in learning more about existing examples across campus, or designing an internal peer mentorship model, 请与您的人力资源联络员联系. 

A critical component of onboarding is ensuring that people know how they align within the organization 和 with whom they should connect for various needs. 第一天, it’s fairly st和ard to introduce the new employee to anyone in the office, but it’s difficult to make any real connection in those brief hallway greetings.

It is recommended that supervisors utilize a calendaring tool to set up meetings throughout the first several weeks for more thorough introductions with key contacts: teammates, 研究合作伙伴(年代), 主管(s), 部门/策划组主管, 人力资源联络, 校园合作伙伴(年代), 社区伙伴(年代), 等.

创建会议邀请时, supervisors can help facilitate the conversation by providing pertinent information such as summarizing the value of the connection 和/or by providing key talking points.

A primary goal of onboarding is ensuring employees have what they need to be successful in their new position. An easy way to get the ball rolling is by jumping into the performance management model: establishing what both short- 和 long-term SMART goals are, identifying what 资源 和/or training may be necessary, 参与到开放的, honest check-in sessions to evaluate progress, 回答问题, 场的想法, 等.

设定目标时, it is important that the supervisor not simply set goals for the employee, 而是, that both parties engage in an open dialogue about the needs of the role, where the new employee feels they can best contribute, 和 what new or ongoing projects are most likely to engage the new employee based on the employee’s skills 和 interests. This is also a critical opportunity for supervisors to help new employees align with the mission, 值, 以及部门的战略计划, 规划单元, 和大学.

Additional information about performance management as well as available training opportunities for both supervisors 和 non-supervisors is available on 性能管理网页.

Helping a new employee become an integrated member of a team can be challenging 和 takes more than some icebreakers. Supervisor or department heads can take a variety of steps to assist in this process such as facilitating introductory meetings, preparing existing team members by sharing the new employee’s qualifications 和 areas of interest in advance of the new employee’s arrival, 和/or seeking underst和ing of where new expertise may be most welcome on existing projects.

Many supervisors or department heads may wish to engage in team exercises wherein all team members take an assessment such as DiSC. 重要的是, 团队应该进行这样的评估吗, next steps or action items also be identified to make the experience most meaningful. 了解更多信息, 请联系刘易斯·曼根, Director of Organizational 和 Talent Development at mangen@俄亥俄州.edu.

而入职是, 通过定义, a process that endures throughout the employee’s tenure, some departments have elected to created events that combine, 标准化, 和 calibrate some general onboarding efforts in order to assist supervisors with the process.

这样的活动在校园里以不同的形式出现. In one example, a unit holds a semi-annual all-day meeting geared towards only new faculty 和 staff. 在那段时间里, new employees have an opportunity to get to know each other 和 unit leadership, 了解该单位的使命和价值观, 和 are encouraged to learn about how each department aligns with the overall university strategic initiatives. This event also provides an opportunity for new faculty 和 staff to h和le some orientation-style topics such as any m和atory training.

在另一个例子中, the unit conducts an annual meeting for all faculty 和 staff – new 和 old – to come together for a workshop-style event wherein everyone has the opportunity to network, 分享有新闻价值的信息, 参与团队建设活动, 和 kick-off new efforts that highlight the unit’s commitment to university strategic initiatives.

If your unit is interested in developing event to assist in the onboarding process, 请与您的 人力资源联络.