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OMES is committed to enhancing the employee onboarding experience by communicating strategic goals from day one. This initiative aims to improve employee engagement, retention, and support positive business practices, through a holistic approach to onboarding.
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Overview OMES is committed to enhancing the employee onboarding experienceand will illustrate that commitment by keeping our strategic goals in mind as we bring new employees into the agency. We believe that communicating our goals with employees from day one of employment will be the foundation for these individuals’ long-term success within the agency. We are confident that an investment in employee onboarding will improve employee engagement and retention, support positive business practices, and reinforce OMES culture.
Holistic Employee Onboarding • Phase I: HCM Employee Orientation • Phase II: Division-Specific Orientation • Phase III: OMES Culture Orientation • Phase IV: On-the-Job Orientation
Phase I: HCM Employee Orientation • Objective: • equip employees with immediate technical information necessary to hit the ground running. • Description: • weekly informational session facilitated by HCM • overview of OMES history • OMES vision and mission • OMES policies, procedures, and timesheets • benefits including insurance, leave, retirement, holidays, and longevity
Phase II: Division-Specific Orientation • Objective: • equip new employees with division-specific information to increase awareness of how his/her role fits into the agency structure. • Description: • modeled after the IS division orientation • weekly informational session facilitated by designated individuals within a division • introduce division leadership • division-specific programs and standard operating procedures • building safety and evacuation procedures
Cul-ture (noun) \’kel-cher\ Away of thinking, behaving, or working that exists in a place or organization. Phase III – OMES Culture Orientation
Phase III: OMES Culture Orientation • Objective: • expand employees’ knowledge of OMES and state government, promote OMES culture and expectations, and cultivate ambassadors for OMES. • Description: • monthly informational session related to agency history, with a focus on culture • co-facilitated by OMES leadership, HCM, etc.
Phase IV: On-the-Job Orientation • Objective: • provide a warm welcome to the agency and establish a point-of-contact for new employees. • Description: • peer-to-peer program • provide new employees with a reliable resource, while building leadership skills in existing employees • assigned by division to champion onboarding process • peer advisor checks in weekly and at set intervals of 30/60/90 days • identify successes and opportunities in the onboarding process • peer advisors will attend quarterly training sessions with HCM
Leadership and Culture Initiative • Objective: • provide professional development opportunities for existing OMES leaders and to ensure these individuals have access to necessary resources. • Description: • supervisor training sessions related to OMES history, mission and vision, OMES policy, relevant laws, timesheets, and employee benefits • initiative will run concurrently with the onboarding expansion project • HCM will facilitate quarterly sessions
Key to Success Orientation is a tool to create a positive foundation. We will rely on our leadership, from bottom to the top, to drive the positive experiences that will reinforce the OMES goals and mission.
