is a process that begins when the new employee accepts the official job offer and continues throughout the employees first 90 days of employment Why Is Onboarding Important It is a valuable talent management tool and is critical to the assurance of an effective and timely integration process ID: 676317
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Slide1Slide2
What Is Onboarding?
Onboarding
is a process that begins when the new employee accepts the official job offer and continues throughout the employee’s first 90 days of employment.Slide3
Why Is Onboarding Important?
It is a valuable talent management tool and is critical to the assurance of an effective and timely integration process.
Fosters a sense of belonging while learning the organizational culture
thereby facilitating
a better connection to the organization’s business strategy.
Onboarding activities have a significant and measurable impact on employee productivity, retention, employment brand, services, workplace safety, and future hiring. Slide4
Benefits of a Successful Onboarding Program
Productivity:
59% more likely to achieve 61-100% productivity during the onboarding process
Time to Productivity:
15% more likely to achieve 100% productivity within three months
Satisfaction:115% more likely to feel satisfied with their decision to join the organizationRetention:23% more likely to make the decision to remain at the company within six monthsEmployee Referrals:58% more likely to recommend the organization to a friend or colleague looking for a jobLoyalty:48% more likely to feel a strong sense of commitment to help the organization be successfulCulture:95% more likely to feel part of a team working towards a common goal
Table Source - Novita (Novita, 2008)Slide5
CBO Onboarding New Employees
The Chief Business Office (CBO) has developed a 90-day standardized onboarding program, CBO Onboarding New Employees (CBO-ONE).
CBO-Workforce Management (CBO-WFM) has program management and oversight.
The CBO-WFM Onboarding Program is responsible for daily operations and serves as the program’s primary point of contact. Slide6
CBO Onboarding New Employees (cont.)
The CBO-ONE Program requires participation from all of the CBO business lines.
CBO-ONE participation rates will be calculated and provided to the CBO Directors and Executive Leadership.
New employees will be surveyed after the first 90 days, and the results provided to the CBO Directors and Executive Leadership.Slide7
Program’s Goals & Objectives
Provide a structured format for new employees to ensure an effective and timely integration process.
Accelerate new employees introduction to the U.S. Department of Veterans Affairs and the CBO work culture.
Increase employee retention and decrease the time it takes to reach the minimum-expected productivity level.Slide8
Supervisor Roles
To welcome
new
employees to CBO and introduce
them to
the CBO’s culture and values.To select an experienced and positive role model to serve as a new employee sponsor. To create a more engaging and effective onboarding experience for new employees.To educate new employees on the mission and goals of the organization, including VA’s I CARE core values.Slide9
Supervisor Roles (cont.)
To educate
new employees
on
their roles
and responsibilities within the organization.To integrate new employees into the work group.To develop a positive working relationship with new employees.To provide guidance and feedback to a new employee to ensure his/her continued success in the organization.Slide10
Supervisor Responsibilities
Read the CBO-ONE Sponsor’s & Supervisor’s Guide and Checklist.
Complete the CBO-ONE Onboarding Checklist tasks to onboard new employees within the established guidelines.
Provide the CBO-ONE website link to new employees.
Assign a sponsor for each new employee and notify Staffing of the sponsor’s name during the Recruitment Strategy meeting.
Provide a copy of the CBO-ONE Sponsor’s & Supervisor’s Guide to the sponsor and ensure he/she understands his/her roles and responsibilities in the CBO-ONE onboarding process. Slide11
Supervisor Responsibilities (cont.)
Email a copy of the CBO-ONE Onboarding Checklist to the
CBO-WFM Onboarding
Team at the end of the CBO-ONE
process.
Notify the CBOWFM Onboarding Team when a sponsor’s status (i.e., sponsor separation, sponsor becomes supervisor) has changed. Provide replacement sponsor’s name to CBO-WFM Onboarding Team.Notify the CBO-WFM Onboarding Team of supervisor changes.Provide replacement supervisor’s name to CBO-WFM Onboarding Team.Slide12
Supervisor Responsibilities (cont.)
Notify leadership of an employee’s intent to voluntarily separate from the organization.
If an employee is involuntarily separated from the organization, initiate clearance procedures.
Provide feedback to the CBO-WFM Onboarding Team with recommendations for improvements or process changes.Slide13
CBO-ONE Sponsor Program
This
voluntary program represents an
employee’s
commitment to represent his/her work group in onboarding
new employees into the organization. Potential sponsors must complete the CBO-ONE Sponsor Application and return it to the supervisor.Supervisor approves or disapproves Sponsor Applications and forwards approved applications to the CBO-WFM Onboarding Team. If the application is disapproved, the supervisor must provide the potential sponsor with the reason for disapproval.Slide14
CBO-ONE Sponsor Program (cont.)
New employee sponsorship will continue throughout the first 90 days of employment.
Duties begin with the acceptance of the job offer and end after the first 90 days of employment.
Participation in the Sponsor Program does not require work outside of the sponsor’s normal tour of duty.Slide15
Sponsor’s Role
To help new employees feel welcome and appreciated.
To project a positive perception of the CBO and the new employee’s team.
To help create a bond between new employees and the organization.
To ensure new employees gain an understanding of CBO’s structure, culture, policies, procedures, and practices.
To support new employees during their first 90 days of employment. Slide16
Sponsor Selection Criteria Recommendations
A
minimum of
six
months with the
organization.Knowledgeable in current duty position.Knowledgeable and understands the organization.Fully successful or above on most current performance rating.Exhibit strong interpersonal skills.Have a positive history of conduct.Slide17
Sponsor Responsibilities
Complete the
CBO-ONE
Sponsor Training in
Talent Management System (TMS) Course.
Read the CBO-ONE Sponsor’s & Supervisor’s Guide. Complete the CBO-ONE Onboarding Checklist tasks to onboard new employees within the established timelines. Provide insight, feedback, and information that supports new employee social involvement in the organization.Slide18
Sponsor Responsibilities (cont.)
Email a copy of the checklist to the CBO-WFM Onboarding Team once the onboarding process is complete.
Provide feedback to the CBO-WFM Onboarding Team with recommendations for improvements or onboarding process changes.Slide19
CBO-ONE Checklist
Supervisors will:
Use the CBO-ONE Checklist throughout the process.
C
omplete, date, and initial each task on the checklist within the established timeframes.
Email a copy of the completed checklist to CBOWFMOnboarding@va.gov upon program completion. Ensure the original checklist is maintained for internal use.Direct all program question to the CBO-WFM Onboarding Team at: CBOWFMOnboarding@va.gov. Slide20
How to Help Your New Employee Make a Successful Transition
Clarify
your expectations up front:
Even the most detailed position descriptions don’t fully represent what the position entails, so be sure to share your exact expectations with the new employee.
Review
expectations point-by-point to ensure that each new employee understands and is comfortable with them. Don’t assume that new employees will know exactly what they have been hired to do. If they don’t, they may not be comfortable asking; therefore, ask them if they have any questions about duties, expectations, etc.Slide21
How to Help Your New Employee Make a Successful Transition (cont.)
Don’t
assume that qualifications equal immediate success or that they will easily adjust to their new
CBO
role.
Give positive feedback on strengths and coach through weaknesses. Remember, some duties may be new to the employee, and recall how you felt when you were learning a new skill or behavior.Address a performance concern the first time it shows up as a learning opportunity and do it in a way that shows you are trying to help the employee be successful - not as someone who is looking for mistakes. Slide22
Summary
The CBO-ONE Program is a process that begins when the new employee accepts the official job offer and continues throughout the employee’s
first 90 days of employment.
Onboarding
is
standardized across CBO Business Lines; checklist completion rates by station will be reported to CBO Leadership.Supervisors are critical to the success of the onboarding process. Slide23
Summary (cont.)
Sponsors play a key role in the development of the new employee.
Onboarding
is the first step in engaging new employees into the organization. It will help ensure that you have a fully engaged employee who reaches full productivity at a faster pace.
The
successful implementation and integration of the CBO-ONE Onboarding Program will ensure that we meet the expected outcomes outlined by CBO leadership and will provide you with the opportunity to rigorously assess your new employees. Slide24
Questions
?
For
questions on the CBO-ONE Program,
please contact the CBO-WFM Onboarding Team at
CBOWFMOnboarding@va.gov