Home
Apply
Give
Visit
Find
THIS INFORMATION IS FOR INTERNAL USE ONLY. PLEASE CONTACT THE APPROPRIATE OFFICE FOR GENERAL SUPPORT.
Home
Academic Engagement
Campus Connections
Career Exploration
Community Engagement
Diversity + Inclusion
Health + Wellness
Involvement + Leadership
Pride + Traditions
About the Division
Welcome from the VP
Leadership Council
Strategic Plan
Learning Outcomes
Student Affairs Theories
Staff Directory
Staff Development
Community Concerns Reporting
Departments
Office of Student Affairs
Dean of Students
Center for Civic Engagement + Learning
Flora Stone Mather Center for Women
FOCUS Group
Graduate Student Life
Greek Life
LGBT Center
Multicultural Affairs
Operations + Planning
Physical Education + Athletics
Residence Life
Student Activities + Leadership
Student Conduct + Community Standards
Thwing Center
Title IX
University Health + Counseling Services
myCWRU
myCareer
myChapter
myChecklists
myHousing
myInvolvement
myOffers
myServices
myTaTraining
myWellness
Services
Balloon + Posters
Cable Television
CampusGroups
Off-Campus Housing Listings
Postal Substation
Residential Network
wepa Printing Kiosks
Spaces
Thwing Center
Activities Spaces
Popular Spaces
Commuter Lounge
Crisis Intervention
University Policies
>
Student Affairs Operations
>
Human Resources
>
Onboarding
Talent Search
Getting Started
Writing a Job Description
Planning the Search
Posting the Position
Candidate Evaluation
Selection + Offer
Onboarding
Before Arrival
Orientation
First Week
Ninety Days and Beyond
Onboarding Buddies
Talent Transition
Ninety Days and Beyond
During the First Month
Communication is key during the first month!
Check in with your new employee on a daily basis – 10 minute updates or weekly one-on-ones.
Review strategic plan and guiding principles of your department.
Check on projects weekly .
Describe and review monthly report requirements.
Go into HCM to make sure they understand the importance of tracking their time.
Make sure you follow up to ensure they have their key, telephone, name tag, etc.
Review their work to date and see if they need any special training.
Discuss performance expectations.
Before Ninety Days
Meet and decide on performance goals.
Review employee's progress and get/give feedback.
If there are major concerns, you may want to speak to your supervisor or Employee Relations, especially if termination is possible.
Encourage employee feedback on the orientation process.
At Ninety Days
If the employee is a keeper, celebrate the completion of 90 days.
They are now an official employee.
Regularly review progress of employee.
Review goals and provide performance help/advice.
Remember to give your employee regular feedback.
Don't wait until their annual review to discuss their performance and additional training if needed.
This process is ongoing throughout their employment with your department.