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USA Operations Centers New Employee Onboarding May 2017
Note the following State/Area for which exceptions exist:
Not Applicable
The term “onboarding” refers to the process of integrating new employees into our Company. While reviewing the New Employee Onboarding policy it is important to remember that the overall onboarding experience, which includes new employee orientation, is an essential part to every new employee experience.
Effective onboarding is important to Joyner because it influences new employee engagement. Employee engagement directly impacts productivity, morale, work quality, customer service, and ultimately, employee retention.
Joyner focuses on three distinct and critical phases of the onboarding process:
Pre-First Day (Provisioning) – this stage starts when the job offer is finalized
First Day (Orientation) – includes New Employee Orientation
First Year (Socialization) – this stage lasts through a new employee’s first 12 months with Joyner
An effective new employee orientation is one of the first opportunities we have to positively impact employee retention. The risks of not appropriately introducing new employees into the work environment are morale problems, lower job performance, costly errors, and turnover.
This policy provides specific information for the new employee's first day.
Enterprise Employee Onboarding Program
The Enterprise Employee Onboarding program provides flexible alternatives for facilitated events (e.g. classroom or virtual training) and self-study scenarios.
New employees will receive information about accessing the onboarding information through their onboarding letter and a welcome e-mail sent by HR their first day of work. Additionally, a reminder to supervisors to ensure new employees complete the onboarding learning plans is included in the First Day Checklist for leaders.
Employee Onboarding / Joyner University
The Employee Onboarding Learning & Development Center on Joyner University is a key resource for new employees and leadership for onboarding information and resources. Content is available in three sections including “I am a New Employee,” “I am Leadership” and “I am a Facilitator.”
I am a New Employee
New employee content is organized with all the things new employees need to learn, review, and complete in easy to follow learning plans. Learning Plan topics include:
Learning Plan 1 - Compliance Requirements and Benefits Enrollment
Learning Plan 2 - Pay and Time Off
Learning Plan 3 - Financial Benefits
Learning Plan 4 - Development and Worklife & Wellness
Learning Plan 5 - Joyner HREC Policies
Learning Plan 6 - Our Joyner
New employees are encouraged to review this content with their supervisor as part of the onboarding process.
Note: As this onboarding material is work related, the new employee must be permitted to complete the review of this site during work hours.
After completing the Learning Plans, new employees must submit the New Employee Completion Form to acknowledge that they have reviewed and are familiar with this information. Supervisors will receive a copy of this form.
I am Leadership
Leadership content was developed to provide critical information to help leaders successfully onboard their new employees. Easy to use checklists organized by onboarding phases (pre-first day, first day, and first year) guide leaders through the onboarding process.
By following the instructions included in the Pre-First Day Checklist, leaders will help determine which onboarding process is right for their new employees.
Leaders will also receive a reminder e-mail from HR approximately two weeks before a new employee's start date.
I am a Facilitator
Facilitator content was developed and organized to enable business areas to conduct classroom onboarding sessions if desired. Depending upon location and number of new employees (10 or more), this may be applicable.
Not Applicable
The supervisor becomes familiar with the “I am Leadership” content for Employee Onboarding Learning & Development Center on Joyner University
The supervisor follows the enterprise employee onboarding process by completing the 3 checklists included within the Employee Onboarding site:
Pre-First Day
First Day
First Year
Regardless of which onboarding process is followed, the supervisor ensures the new employee completes the six Learning Plans, including compliance items, and submits the New Employee Completion Form. NOTE: Retain a copy of this form in the supervisor drop file.
The following tasks from the supervisor checklists are called out here as they are critical to a smooth, welcoming first day for new employees:
The supervisor makes sure systems access, the work area, and supplies are ready for the new employee on their first day of work.
The supervisor sets up department training for the new employee.
The supervisor arranges for someone in the department to invite the new employee to lunch.
A Job Skills Mentor and a New Employee Mentor should be assigned before the new employee reports to work on their first day.
The supervisor introduces the new employee to co-workers.
The Human Resources Employee Care (HREC) will e-mail a reminder memo to hiring managers approximately two weeks prior to the new employee's start date.
The HR Support Specialist e-mails each new employee with a cc. to the supervisor a welcome letter on their start date. This email directs the new employee to the Employee Onboarding site which provides access to the Enterprise onboarding presentation and the 6-week new employee Learning Plan.
Workforce Solution Team will be committed to facilitate up to a four hour session when requested.
Human Resources will partner with Learning and Development (L&D) to provide onboarding sessions.