Employee Orientation

Orientation and on-boarding can make the difference in your new employee feeling like a part of your team.

Proven benefits of an effective orientation are:

  • better understanding of job functions
  • higher level of engagement
  • improved learning curve
  • improved employee retention rate
  • ultimately improved productivity for the organization

Human Resource Management Services conducts an employee orientation session for new state employees at the beginning of every month. Following are some of the topics on which new employees are briefed:

  • Health plan
  • Retirement benefits
  • Life insurance options
  • Flex comp plan
  • Employee Assistance Program
  • Sexual harassment
  • Americans with Disabilities Act
  • Holidays
  • Annual, sick, family medical, and funeral leave
  • Personnel records

The appointing authority or supervisor has responsibility to orient the new employee on:

  • Job duties, responsibilities, and expectations or goals
  • Probationary period
  • Hours of work and FLSA status
  • Agency and/or work unit policies
  • Employee Assistance Program
  • Safety issues
  • Agency mission and organization

It is the responsibility of the agency payroll clerk or human resource representative to cover the following topics:

  • Payroll information and completion of forms
  • Insurance, retirement, and flex comp benefits and completion of forms
  • Other benefits such as leave, holidays, etc.

To ensure that various topics are addressed in employee orientation, you may wish to use the SFN 19452 Employee Orientation Checklist.

The wealth of information to be learned in a new environment can be overwhelming for a new employee. The purpose of the orientation program is to provide the employee with the information to make those first days of new employment easier. The following guidelines will help make the orientation for a new employee successful:

  • Focus on the job and those aspects that are most important, such as the day-to-day events that an employee needs to know to get up to speed and be a part of the team. Don’t explain everything about the agency on the first day. Those types of things can be learned over time.
  • Pull together a set of orientation materials including work unit and/or agency organizational charts, an employee handbook, job description, information on benefits, etc.
  • The supervisor should follow up with the employee on a regular basis to monitor how the employee is doing and the effectiveness of the orientation.