Supervisor’s Handbook to O rienting N ew E mployees (O.N.E .)

1. Supervisor’s Handbook to Orienting New Employees (O.N.E.) Provided by Organizational Excellence Classified Training Branch

2. Why is Orienting Employees Important? Successfully adjust to a new job Understand roles and fit Shorten the learning curve Develop positive working relationships Reduce anxiety Create greater job satisfaction Effective Orientations Help Employees To: Employee School/ Department LAUSD Community

3. Supervisor’s Role in O.N.E. Make initial contact Clear your schedule Establish plans ahead of time for day 1 & beyond Lead by example Cultivate the “I can’t wait to get started” attitude Build trust

4. Why do Orientation Programs Fail? The Main Reasons Orientation Programs Fail: • Program was not planned. • Employee was not informed of the expectations. • Employee did not feel welcome. - Adapted from the International Personnel Management Assoc.

5. Before New Employee Begins • Call employee to touch bases • Mark your calendar • Prepare workstation • Notify and inform staff • Setup buddy system • Consider what training will be needed • Enroll employee in New Employee • Orientation • Plan activities for first week and • utilize his/her skills

6. Day One • Show around facility • Introduce to co-workers • Complete essential paperwork • Have lunch together • Discuss most important policies and procedures • Provide a checklist of topics to address • Give copy of class description • Create opportunities to practice

7. First Week • Important Procedures, Policies, Philosophies • Class Description • How Job Fits In and Impacts Others • Performance Expectations • Culture and Office Norms • Upcoming Projects • Interests and Goals • Training • Again, create opportunities to practice Discuss:

8. Six Months Help Employee Gain Clarity, Reflect, Forge Ahead • Clarify the employee’s role on an ongoing basis • Communicate proper method for decision making • Set check-in meetings periodically • Reflect on work performance • Clarify “permanent status” • Forge ahead by encouraging employee to explore training opportunities

9. One Year Celebrate Accomplishments And Look to the Future • Provide formal performance feedback • Identify projects to gain skills • Explore promotional opportunities • Congratulate employee for not only getting the job but reaching this mark

10. Supervisor’s Role: Follow-up is Key • Set the tone for future communication • Regularly and consistently • Evaluate – feedback goes both ways • Complete performance evaluations during probation at: • 2 months • 4 months • 6 months • Permanent Status: 1 year

11. Where Do I Begin? Start by asking employees most recently hired about their experience...solicit feedback Prepare your list of goals for O.N.E. Develop a plan for accomplishing O.N.E. goals Inform current employees and be consistent Standardize and document process so it’s accessible for the next time around Refer to Orientation checklists and guidelines

12. Let’s Sum it Up! Begin with Basic Job Survival Buddy System Begin before day-one Keep plan ongoing Do Inform – Don’t Overwhelm Allow time for practice Provide on the job training Orientation Plan