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The federal government onboarding process is designed to welcome new employees in a comfortable and productive manner. Orientation programs assist employees to establish and understand the role in which they were hired to fulfill. As part of the introduction, new hires learn the aspects of company history, culture, and values. In addition, an orientation provides guidance and expectations on the days, weeks, and months ahead.
New employees are provided with adequate time to complete the necessary paperwork. They are introduced to managers, colleagues, and team members within the organization. In many cases, the new employee will be assigned a sponsor or coach from the organization to serve as a point of contact for questions. Key elements of the employment like attendance, hours of operation, overtime policies, and time tracking are discussed to ensure a clear understanding of expectations. Most importantly, new employees should be informed about building access, security protocols, and emergency procedures. As a positive gesture, many agencies plan a welcome celebration or group lunch to recognize and introduce new employees to leadership and staff.
The First Week
New employee follow-ups should occur on a regular basis to boost confidence and clarity to do the job they were hired to do. Facilitators introduce new hires to both internal and external stakeholders for a look into the core of the business. To prepare new employees for success, coaches point out areas for resource materials, supplies, and office equipment necessary to complete assigned tasks. To get settled, new hires are given sufficient time to set up their desk or work area to prepare to be productive.
Discussions take place in regards to details about administrative tasks that relate to telephones, e-mail, and intranet. As part of the onboarding process, the importance of communication etiquette in dealing with clients, co-workers, and vendors is critical. Employees are required to review information on how to prepare and respond to hazards and threats. Employee training takes place as soon as possible to initiate a learning momentum that sets the stage for ongoing skill development.
During the first week, in-depth reviews of policies and procedures that cover electronic communications, confidentiality, and security take place. During this time, new employees complete all computer-related training and are made aware of relevant websites necessary to fulfill obligations.
The First Month
The onboarding process may influence the ability to which a new employee can become productive. Once employees understand agency policies, goals, and values, these indicators can accompany job satisfaction and commitment. As new hires adjust to the new environment, it is crucial to keep them engaged to avoid withdrawal or loss of interest. During the first month, if employees feel confused, alienated, or show a lack of confidence, this could indicate inadequate onboarding. If this happens, review the position description to ensure there is a clear understanding of job duties and responsibilities. A well-established performance objective can set the stage for initial expectations during the employee’s first month of work. Discuss and develop a communication path for new hires to accomplish tasks and meet performance objectives.
The First Six Months
Use a clear and consistent approach about the expectations for new employees and how performance is measured. This technique helps new hires know where to focus their efforts. Provide feedback and training to support every new employee and show their value as a member of the organization. At this point, review achievements, performance, and training to gauge the employee’s progress. To keep the momentum going, set goals and performance expectations for the next six months.
The First Year
By now, new employees should be fully engaged in their role and applying skills and abilities to make sound decisions, contribute to team goals, and understand how their assignments affect others in the organization. In doing so, employees develop effective workplace relationships with a strong commitment to the agency’s mission and culture. At this point, new hires will have gained confidence in their role and will be ready for more complex assignments. In addition, ask for feedback and suggestions from first-year employees on how to improve the onboarding process for future hires.
Successful onboarding is fundamental to talent management and retention. The federal government onboarding process is designed to improve communication gaps and nurture a culture of inclusion when possible between existing members of the organization and new employees. As a result, the workforce is engaged in a productive approach to meet the agency’s overall mission.
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