New Employee Checklist Overview

This guide is a companion to the New Employee Checklist and is offered as a guide for supervisors of new employees. Our goal is to increase retention and job satisfaction among our staff at LAUSD and we want the orientation period for new colleagues to be the beginning of a long-term relationship with the District. The orientation period lasts months, and to be successful it requires dedicated focus on the part of many people both within and outside the department. Checklists have been provided to help guide you through the new employee orientation period; pre-arrival, first few days, first six months, and to the first year.

Tips for Effectively Orienting New Employees

Provide Information Early
New employees appreciate the opportunity to hear from the supervisor before they arrive.

Welcome Them
Have a ‘welcoming’ strategy. Plan to introduce the new employee at a organized meet and greet on the first day. Hang a welcome banner in their cubicle or on their office door.

Engage Them
Make the most of their ‘new job eagerness’ by quickly giving them information about their role, the processes and tasks for which they are responsible, and directions on where to dive in. Be available and keep the lines of communication open.

Share the ‘Big Picture’
Help them see how their individual role supports the work of your department, your branch, and ultimately the goals of the District.

Help them Connect
Explain the missions, visions, and goals of all departments within your branch. Review organization charts and explain the interrelationships with other departments with whom they will be working.

Provide Tools
Ensure they have access to and clear instructions for using technology and tools for information retrieval, process management, document management, and other relevant tools that will support their productivity. Link them to the resources they need to be effective in their new position.

Provide Support
Consider assigning them a ‘mentor’ to guide them though the ‘settling in’ period, job shadowing, and/or someone to coach them taking on a particular project. Share information about the culture that will help them navigate smoothly, and suggest behaviors to avoid.

Provide Development
Help them identify their learning goals and together create a development plan.  Make sure you enable them to have adequate time for their learning process and practice, and help them make the connection from training programs to actual challenges they will face in their work.