NEW HIRES

ONBOARDING AND
ORIENTATION

A SUPERVISOR’S
INDUCTION GUIDE 1
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 TABLE OF CONTENTS

WHAT IS ONBOARDING
---Why Is Onboarding Important
--- Role As A Supervisor
NEW HIRE CHECKLIST
---Onboarding Breakdown
---First Day Checklist
---3 Week Checklist
-- 3 Week Evaluation Sheet
---60 Day Checklist Along
---60 Day Evaluation Sheet
MAIN GOALS AND TRAINING
---Emergency Protocols
---Group Work Training
---Reviewing Documents
---Basic Tools Training
COACHING A NEW HIRE
---Tips For Successful Onboarding

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 WHAT IS ONBOARDING?

What is New Hire Onboarding?

New employee onboarding is the process of welcoming new employees

into Renewergy and into their specified department. The purpose the
orientation and onboarding our new hires is to help them understand what
their position is within the company, making sure they understand job ex-
pectations, and integrate them into the organization, teaching them the
knowledge, skills and tools necessary to be successful here at Renewergy.

Why is Orientation and Onboarding Important?

-Onboarding helps build a strong sense of belonging

and engagement right when new hires enter our doors.

-Orientation helps initiate relationships

between new hires and current staff members

-Helps new staff learn the vision

and mission of the company quickly

-Quickly builds a cohesive team

and initiates team productivity.

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 ORGANIZATION STRUCTURE

What is a supervisor’s role in new hire onboarding?

As supervisor, you are in charge of facilitating the orientation and on-

boarding process and making sure everything goes smoothly. When a
new employee joins a company, a supervisor typically meets the new staff
and welcomes the staff to the company. The supervisor helps the employee
get acclimated into new workplace. Included in this document you
(the supervisor) will find the best tools and practices to help you do the
following:

-Prepare and Plan a checklist for the first 60 days

of your new staffs experience at Renewergy

-Bring your new hired employees up to pace with the policies,

work processes, culture, expectations, and day to day re-
sponsibilities
of the entire company and specific departments

-Ensure all new employees feel welcome and

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60-DAY ONBOARDING PROCESS

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60-DAY ONBOARDING PROCESS

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 FIRST DAY CHECKLIST

The list of tasks should be completed and introduced to the new

staff on their first day. Other staff members should be helping
complete these tasks along with the supervisor:

General Introductions

-Welcome employee
-Introduce new hire to other staff members
-Show new hire around and where there specified department is
Reinforce that they can come to you with any questions or concerns

Workplace Requirements

-Make sure workspace is ready

-Give tour of specific department office
-Introduction to computer systems
-Introduction to phones printers and general equipement
-Provide new hire with passwords or codes
-Review office procedures

Administrative Requirements

-Complete additional forms (safety, benefit forms, confidentiality agreements)

-Schedule required trainings for first two weeks
-Mentor from similar department emerges

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 3 WEEK CHECKLIST

New hires should have a deeper knowledge and understanding of

the company. The supervisor should have their first 1 on 1 meeting
with the new hire. Supervisors and other staff should help the new
staff learn the following:

WORKPLACE GOALS:

Office Materials:

New hire should know locations of all office supplies needed, the
instructions and general information on how to use all equipment
needed for position.

Office Tasks:

Provide new hire with tasks they can accomplish easily to help them
build sense of how work will get done in the office

Office Safety:

New Hire should be aware of emergency and safety information

and how to report any emergencies while working.

Office Protocols:

New Hire should be now getting used to the

Renewergy work environment, etiquette, guidelines, and behaviors
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 ADMINISTRATIVE GOALS

Company Culture:

Culture, management style, and work environment should be

recognized

Human Resource Policies:

All Information about Human Resource policies should be given

to New Hire

Confidentiality:

New Hire must know the importance of maintaining sensitive em-

ployee information including social security numbers, performance
reviews, workplace injury and health related information

Company development:

New Hire should begin to see how their own work will connect to
Renewergy mission and goals

Trainings:

All new hire trainings should be in the process of completion

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 3 WEEK: 1 ON 1 MEETING
EVALUATION
Employee Name: ______________________________
Position:_________________________

Supervisors Name: _______________________________

Date:____________________________

Skills acquired from position thus far based on Checklist:

1. ___________________________________________________
____________________________

2.___________________________________________________
_____________________________

3.___________________________________________________
_____________________________

4.___________________________________________________
_____________________________

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 3 WEEK: 1 ON 1 MEETING
EVALUATION

SUPERVISOR GENERAL QUESTIONS:

How is the job going so far?

Is this what you expected when hired?

Has your mentor been helpful?

How is your relationship with your department evolving?

What are your goals as you continue in the company?

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 60 DAY CHECKLIST

We hope after the 60 day period, the new hire is confident, en-
gaged, and performing tasks independently. After the 60 day
mark, the supervisor should perform and 1 on 1 evaluation with
the new hire. Along with the evaluation, the supervisor should ob-
serve the following:

CAREER DEVELOPMENT:

New hires should now be envisioning goals that can assist them in
the progression and growth in the company and there individual
career. After the 60 day onboarding period, the new hire should
feel comfortable with day to day activities in the workplace and
now should be able to explorer and establish a couple long term
goals.

COMPANY CULTURE :

After the 60 day period Supervisors should see that the new hire
is aware of the elements of Renewergy’s company culture and all
our works revolves around our mission and values. The new hires
should be seeing the underlying rules, and traditions the company
values and revolves around

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 60 DAY CHECKLIST

NEW HIRE ROLES :

After the 60 day period, Supervisors should see the new hire ful-
filling responsibilities independently, not asking as many questions,
and feeling a sense of comfort and excitement for their position.
Supervisors should be on the lookout for more creativity and per-
sonalization of tasks and assignments.

IMPLEMENT BELONGING :

After the 60 day period, the supervisor should be witnessing rela-

tionships forming between the new staff and other members of the
company. As of now, the supervisor should make sure the new hire
seems happy with their position and feels a sense of belonging with
our organization

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60 DAY : 1 ON 1 MEETING EVALUATION

Employee Name: ________________________________

Position:___________________________

Supervisors Name: _______________________________

Date:______________________________

Skills acquired from position thus far based on Checklist:

1. ___________________________________________________
____________________________

2.___________________________________________________
_____________________________

3.___________________________________________________
_____________________________

4.___________________________________________________
_____________________________

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60 DAY : 1 ON 1 MEETING EVALUATION

SUPERVISOR QUESTIONS:

As of now, where do you stand in terms of your progress since

you started work?

How is your relationships with your co-workers?

Do you feel you have been able to manage your work life bal-
ance since starting this job?

Was your Onboarding helpful?

What is your career goals while here at renewergy?

How would you like to enhance your career path by working at

renewergy

Any questions?

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 MAIN TRAINING

GENERAL SAFETY AND EMERGENCY PROTOCOLS

New Hire will be given the skills necessary to handle any type of emergency
situations with our safety trainings. The overview of safety and emergency
procedures will help them tremendously if any situation should occur. The fol-
lowing will be covered throughout the training:

PREFERED METHODS FOR EVACUATION

1. How to report fires and other emergencies

2. Floor plans for emergency escape
3. Access to emergency services

GROUP COLLABORATION

New Hires will be trained on the advantages of group work and the value it
has in the workplace. The required examples will be portrayed by presenta-
tions, scenarios, and example training
The following will be emphasized:

1. Conflict resolution in group work

2. Benefits of working in a team
3. Communication techniques
4. Adaptability
5. Diversity and Inclusion

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 MAIN TRAINING

REVIEWING DOCUMENTS:
New Hires will learn the basics on reviewing important policy documents. Pol-
icies reinforce the clarity of expectations in the workplace, report any import-
ant information about major change happening in the organization, incidents
or policy violations, or any new procedures being implemented. We will dis-
cuss the following during this training:

1. How to clearly identify all articles in statements about

policy, a change in the workplace and any major task or
project will be discussed

2. How to clearly read benefits so all new hires understand

what they recieve while they are working with Renewergy

3. How Renewergy conducts performance reviews and how the

company evaluates based on the evaluation

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 MAIN TRAINING

BASIC TOOLS TRAINING:

Throughout the first weeks of the onboarding period, supervi-
sors and technical assistants will cover the basics of the main
technical system of Renewergy, Google Drive. In this training,
new hires will be taught the process of how to work on this site.
The new hires will learn the following:

1. How to sign in and access the G-suite

2. How to use send professional emails

and organize incoming mail

3. Schedule meetings and events and

responding to calendar events

4. How to store and organize important files,

sharing with team and how to work on files outside of work

5. Sharing and collaborating using Google Docs,

Google Sheets, and Google Slides

6. How to hold meetings in several locations

using the Hangout Video tool

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 SUPERVISOR TIPS

BE AVAILABLE:
If the new hire has any concerns questions about the position. Make sure you are
there when they need assistance
SHOW CONFIDENCE IN EMPLOYEES ABILITIES:
emphasizing that the new hires work is an equal
contributor to all efforts to the organization
LISTEN:
taking the time to listen to understand all goals and interests
ADJUST COACHING FOR ALL TYPES OF LEARNING:
Every new employee will learn differently. To make onboarding effective, tailoring
the program to please all types of learning abilities
will help all employees progress efficiently
ENCOURAGE EMPLOYEES TO HAVE THEIR OWN VOICE:
At Renewergy, everyone’s opinions are valid, as supervisors, we want to make
sure all new employees are not afraid to speak their minds
SET GOALS:
One of the best for our employees to progress in the company is to help create
goals that can be easily defined and documented. This will help new hire come to
speed with what is expected in the workplace
BE TRANSPARENT:
It is important for supervisors to be transparent with everyone including the new
staff. This will allow more open forms of communication and increases a founda-
tion of trust within the company
PROVIDE A MENTOR:
Having a mentor can help new hire feel more comfortable in their department.
This mentor should be at a similar job level that can answer questions and help
with obtaining the skills needed in the workplace 20