Professional Documents
Culture Documents
the start date. This will ensure they are versed in the
organizations background, allowing them a quick transition into
their daily work requirements.
Involvement:
All employees need to be involved with the orientation process;
even doing simple things like making new staff members feel
welcome can go a long way.
Timeline:
It is essential that managers & trainers treat our orientation
process as ongoing, and do not expect any new staff to feel
completely comfortable after their first week. Although the
formal orientation process may have been completed, it is
important that our employees receive follow-up on a monthly
basis, to ensure they are comfortable and confident in
performing their job duties.
Communication:
Proper communication is a key component of successful
orientation. New employees will feel much more comfortable
when they know how well they are doing. It is imperative that
they receive both positive and constructive feedback. Employees
should also feel empowered to provide such feedback to new
staff members. This will foster teamwork, and ideally make new
staff more confident in their position.
Performance Management:
Performance management should not be a scary subject. Positive
feedback is as important as constructive criticism. Please refer to
attached performance management forms for reference. Be sure
to let new employees know when performance reviews will take
place, and follow that timeline.
Employee Handbook:
Familiarize yourself with the Employee Handbook, so there is no
confusion in regards to company policies or procedures.
Ensure the Employee Handbook is sent to, and received by, any
new employees in advance of their first day of work. Encourage
them to ask any questions, or voice any concerns they may
have.
First day:
Have
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Set aside time for questions and concerns, ensuring new employees are
comfortable with the information they have been given prior to and during
the first day
Make employee aware of Performance Management schedule (if applicable)
Ensure employee has received a copy of their job description
Follow-up:
Areas of Evaluation
Quality of Work:
Factors to consider in this area are: accuracy, neatness, attention to detail, as
well as the employees ability to follow necessary policies and procedures.
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Outstanding
Exceeds Requirements
Meets Requirements
Needs Improvement
Unsatisfactory
Additional Comments:
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Work Ethic:
Factors to consider in this area are: attendance, punctuality, organization
skills, as well as the employees ability to stay busy, and their willingness
take initiative when required.
o Outstanding
o Exceeds Requirements
o Meets Requirements
o Needs Improvement
o Unsatisfactory
Additional Comments:
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Job Knowledge:
Factors to consider in this area are: has the employee properly demonstrated
the necessary skills and abilities which are required in their position? Does
the employee have sufficient organizational knowledge? Do they have a
willingness to learn, and improve when necessary?
o
o
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Outstanding
Exceeds Requirements
Meets Requirements
Needs Improvement
Unsatisfactory
Additional Comments:
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Signature of Employee: _________________________ Date: ___________________
(dd/mm/yyyy)
Signature of Manager: __________________________ Date: ____________________
(dd/mm/yyyy)