Do New Employees Need a Follow-Up Safety and HR Orientation?

1. Do New Employees Need a Follow-Up Safety and HR Orientation? Karen Ramorinoand Mike Ruggieri LBNL Safety Culture Work Group Division Safety Coordinator Meeting February 8, 2013

2. Some Observations Regarding the LBNL Employee Orientation Process • The 1-hour institutional orientation for new employees provides a wide array of information before the employee has begun work at LBNL. • An institutional orientation cannot address Division policies or processes. • With the current HR processing of new employees, the local HR Partner must also arrange to meet with the employee. • New employees develop practical “how to” questions within the first month(s) at LBNL. Footer

3. How Can We Help New Employees to Move Up the Learning Curve? • One idea is to meet with new employees (in each division, as a group) 30-90 days after they start work and provide practical guidance and answer their questions. • Depending on the number of new employees who attend, the meeting would be 30-60 minutes in length. • Leading the meeting would be • Division HR Partner • Division Safety Coordinator Footer

4. What are the Benefits of a Follow-Up Orientation for New Employees? • New Employees have an opportunity to meet the DSC and HR Partner and have their questions answered in person. • Some questions asked may be common to many new employees. • The meeting is an opportunity for the Division to set the tone for safety and HR. • The Division can use the meeting to introduce other key staff to the new employees. • Feedback from the meeting can be used to help improve the institutional orientation. Footer

5. What Do You Think?...Do New Employees Need a Follow-Up Orientation? Footer