First Month: First 30 Days

Communication & Action Items:

• Hold weekly or bi-weekly meetings
• Manager and new hire discuss employee’s perceptions and performance, strengths and areas for development
  • Review the Position Description and Performance Evaluation Document and discuss the evaluation criteria the employee will be evaluated on for the 90 day review and forward.
  • Collaboratively build an individual development plan to guide skill and competency building over the performance evaluation period
  • Jointly assess whether there is a colleague on campus that the new employee has not yet met that they will need to interact with
• Review campus priorities, culture and management philosophy
• Has the employee been scheduled to attend New Employee Welcome Orientation? If not, reach out to Human Resources.
• Toward the end of the first month, some possible discussion points include:
  • Is there anything you need that you don’t have access to?
  • Is there anything you don’t understand about your job responsibilities or about the department/division/university?
  • Is there anything you would like to share with me that I’ve not asked about?
  • Is there one or several colleagues who has been most helpful to you?

Click here to print a complete OnBoarding Staff - Manager's Checklist (pdf)
Click here to print a complete OnBoarding Staff - Manager's Checklist (doc)