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New Employee Onboarding

Help Institute for Early Education Leadership & Innova… design an effective onboarding program for the organization including an employee onboarding checklist and recommendations for best practices.
Institute for Early Education Leadership & Innovation, University of Massachusetts Boston
Boston, MA, USA
Institute for Early Education Leadership & Innovation, University of Massachusetts Boston
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Institute for Early Education Leadership & Innovation, University of Massachusetts Boston
Boston, MA, USA

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Human resources

Posted August 22nd

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New Employee Onboarding

Project details

What we need
  • A written document that identifies the Organization's timeline, onboarding goals, recommended responsibilities and support for new hire success:
  • An onboarding checklist and timeline template that can be completed by the Organization for each new hire
  • A suggested checklist and template outlining onboarding methods the Organization should pursue to meet its goals (human resources and information technology materials, department presentations, mentor assignment, skill sharing, etc.)
  • Recommendations on how to delegate onboarding responsibilities within the Organization or department, if applicable
  • A short plan for communicating with the new hire prior to their first day of work
Additional details

We are about to launch a major new project/expansion, and hire 10 new employees.

What we have in place
  • We currently have all the basic HR practices in place, which should make it easy for you to get started. We also have clearly articulate vision and mission, and the ability to provide any other information you need.
How this will help
This project will save us $8,686 , allowing us to focus resources on the delivery of services.

We are bringing on 10 new employees to start up a new initiative and this will help us to do so effectively and build a strong team and support new employees.

Project plan

P
Prep: Information Gathering & Goal Setting
  • Volunteer Manager shares current new hire onboarding activities and materials
  • Volunteer Manager shares information about the structure of the Organization and department, and who new hires should meet and interact with
  • Professional and Volunteer Manager brainstorm onboarding goals and objectives, timelines, and parts of company culture that should be incorporated
1
Milestone 1: Assessment & Program Design
  • Professional communicates with Volunteer Manager and other stakeholders to conduct review of existing processes and training materials
  • Volunteer Manager gathers training materials and writes instructions where appropriate for different parts of onboarding, sharing with the Professional
2
Milestone 2: Draft Deliverable
  • Professional drafts full Onboarding Program with guidelines and recommendations
  • Draft will be based on key organization milestones and goals (ie. 30-60-90 day goals) and survey for gathering feedback on a participatory program and measuring onboarding program success
  • Professional drafts full Onboarding Program with guidelines and recommendations
  • Volunteer Manager reviews and provides feedback to the Professional
3
Milestone 3: Final Deliverable
  • Professional delivers final Onboarding Plan to Volunteer Manager
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About the org

Institute for Early Education Leadership & Innovation, University of Massachusetts Boston
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Causes
Education Diversity & inclusion Gender equity & justice
Posted by
Anne D
Anne D.

Professor, Executive Director

Our mission

At the Institute for Early Education Leadership and Innovation, we believe that the LEADERSHIP AND INNOVATION required to address the persistent challenges and systemic inequities in early care and education (ECE) must be driven by experts--early educators. The Institute designs, tests, and studies strategies and delivery models for developing entrepreneurial leadership from within the diverse ECE workforce to drive improvement and outcomes in ECE. Through our research, policy recommendations, and work with early educators, we cultivate new mindsets about the power and the possibilities for early educators to be the agents of change in the field.

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