First Week

As your new employee gets more familiar with their position, their co-workers and the university, take the time to further introduce them to critical information. Meet with them regularly to keep the lines of communication open, answer their questions, and provide feedback.

Workshops

• Sign-up employee for UAT onboarding workshops (registration coming soon) 

Introduce performance development

• Explain how the employee's performance will be evaluated (structure and process).
• Inform the employee of probationary period guidelines.
• Explain norms and discuss preferences for feedback.
• Establish goals and provide employee with regular feedback.
• Note that if you are onboarding a staff member in a service provider or service leader role, use the UAT service providers skills framework and associated resources to set development goals and agree on steps to achieve the goals.
• Utilize the development planning conversation guide and template to support development planning conversations 

Ongoing peer coach support for onboarding 

• Start peer coach check-ins.
• Introduce other useful university websites (directory, resources etc.).
• Encourage them to subscribe to relevant newsletters (e.g., Hiring and Managing newsletter, Professional Development Newsletter, Workplace Health and Wellbeing Newsletter).
• Direct them to the Mailman public mailing list directory to subscribe to lists of interest.
• Make sure they are receiving institute-wide publications (e.g., Employee Digest, the Quad) to their U of A email.
• Make sure that they are receiving the publications of your unit to their U of A email.
• Introduce the Glossary of University Acronyms.
• If the employee is a manager or supervisor, encourage them to take the Supervisory EHS Professional Development training.