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 ID: 697984
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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 their initial 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 employee’s 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
Sponsor’s Roles
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 have an understanding of the structure, culture, policies, procedures, and practices of CBO.Slide9
Sponsor Responsibilities
Complete the CBO-ONE Sponsor Application and forward to supervisor for
consideration.
Complete
the required CBO-ONE Sponsor Training in
TMS.Read the CBO-ONE Guide located at: https://vhawtxweb7.vha.med.va.gov/cbowfm/cbowfmsharepoint/CBO_Onboarding_New_Employee_ONE/Forms/AllItems.aspxComplete the CBO-ONE Onboarding Checklist tasks.Slide10
Sponsor Responsibilities (cont.)
Provide insight, feedback, and information that supports
a new employee’s
social involvement in the
organization.
Provide resource support to new employees.Provide feedback to the CBO-WFM Onboarding Team with recommendations for improvements or changes in the onboarding process.Slide11
CBO-ONE Checklist
Sponsors
will:
Use
the CBO-ONE Checklist throughout the process
.Complete, 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. Maintain the original checklist for internal use.For questions on your role as a sponsor, please contact the CBO-WFM Onboarding Team at CBOWFMOnboarding@va.gov .Slide12
Sponsor Duties Prior to New Employee’s Arrival
Contact new employees 7-to-10 days prior to Entry On Duty (EOD) to welcome him/her to the organization and answer any questions about the organization.Slide13
Sponsor Duties Prior to New Employee’s Arrival (cont.)
Discuss:
Job Offer letter
CBO-ONE
website
Report date/timeParking Building accessProcedures to follow if emergency or inclement weather on report dateAppropriate attire - Dress Code PolicyLunch options (onsite cafeteria location, availability of refrigerators/microwaves) Official Tour of Duty (usually different than NEO hours)First week’s expectationsSlide14
A Sponsor’s Role is to:
Provide advice, guidance, and encouragement.
Communicate openly and honestly.
Assist new employees to understand the culture of the organization and his/her department.
Provide assistance and guidance to successfully integrate new employees into the organization.
Assist new employees in building networks and relationships within the organization.Serve as a positive and professional role model for new employees.Slide15
Sponsor Tips & Reminders
No one
expects
you to be the “expert” in all areas. It is your experience that is
most important
to new employees.You are not meant to be a substitute for the employee’s supervisor.Remain patient and positive throughout the process; new employees will need time to learn and grow.Do not force the relationship.Allow the supervisor to address topics such as conditions of employment, work assignments, time and attendance, leave, career opportunities, training, and conduct.Slide16
Questions
?
Please direct all onboarding questions to the
CBO-WFM Onboarding Team at:
CBOWFMOnboarding@va.gov