What Does an Onboarding Process Template Contain?
An onboarding process template contains both role specific activities training courses and social activities. We have chosen to structure our onboarding process template into key stages. So, you will find a new employee’s first-day checklist, a first week at the office checklist and much more.
For example, some key activities for a first-day onboarding schedule template are:
- Activity 1: Having a meeting with the line manager
- Activity 2: Performing the workstation takeover and mobile handout
- Activity 3: Participating in a social activity with the whole department
- Activity 4: Receiving the access card
- Activity 5: Office facilities tour
Key Stakeholders Allocated Onboarding Process Template:
The key stakeholders that the onboarding checklist should list and allocate specific tasks are:
- HR manager
- Line manager
- The buddy
- A representative from the IT department
- A representative from the payroll department
- Optional: a coach or mentor
90 Day Onboarding Plan Template
Get Inspired with This New Hire Checklist Template
We have crafted a new hire checklist template that starts with orientation day and concludes after the first 90 days on the job. Additionally, this new hire checklist template illustrates the most common activities. But an IT onboarding checklist template will easily complement it.
The activities we have included in the new hire checklist template follow the logic and structure of a 30 60 90 day onboarding plan.
Download the 90 day Onboarding Plan Template below:
Get 90 Day Template
Onboarding Checklist for The First 90 Days on the Job
New Employee First Day Checklist:
- Meet buddy in the reception area
- Workstation takeover and mobile handout
- Having breakfast or a coffee break with the whole department
- Access Card handout
- Office Facilities tour
- Introduction to colleagues and lunch
- General company introduction
- Ensure that the new hire can log in to their station and that all equipment is working properly.
- Introduction to internal systems
- Participate in a Buddy 1:1 meeting
- Receive office supplies, manuals for hardware, etc.
- Meeting with supervisor/ manager and Walkthrough of an induction plan
- Overview of mandatory training and e-learning
- Optional: draft a training checklist for new employees
- HR: new hire paperwork checklist, ensure that no documentation is still missing from the new employee
First Week at the Office Checklist:
- Work tools presentation, if necessary solicit guidance on how to use new tools
- Optional: 1:1 with the IT Department for additional set-up support
- HR meeting: work policies, employee handbook, code of conduct, etc.
- Salary department: ensure the correct set-up of the salary management system and activation of employee benefit programmes (insurance, pension, etc.)
- Workforce coordinator meeting: safety and security policies
- Meeting with the leadership of the department/ company: Receive additional information on company history, mission and vision, company goals, and industry overview.
- Preparing for the first 1:1 meeting with your manager. Draft your job expectations. Consider whether you will require additional support from what is already included in your onboarding plan.
- 1:1 meeting with your manager. Review job description and Onboarding Plan and Programme. Discuss KPIs for onboarding effectiveness
- Set the first short term goals
- Optional: alterations to the Onboarding Plan to include the employee expectations and supplementary needs.
- Schedule training courses for the first 14 days to 30 days
- Optional: Set up a 30, 60 and 90-day check-in plan
- Buddy catch-up. Add the new employee to the birthdays’ list to not miss it
First 14 Days at the Office Checklist:
- Cross-team introduction meeting: Gain an overview of the work of other departments
- Participate in mandatory e-learning courses
- First completed tasks
- Social / team building activity
- Set medium term goals: for the first 30 and the first 60 days
Days 30-90 Checklist:
- Orientation on Network Security and Best Practices
- Complete first projects
- Status meeting: review progress to date
- Participate in the first month onboarding survey to evaluate the progress of the onboarding process
- Conclude all mandatory training courses
Day 90 Checklist:
- Final onboarding review meeting. Employee Integration Score
- Participate in Onboarding Survey: Final onboarding evaluation. Do you still miss anything for being fully proficient in your role?
- Final Buddy check-in: do you feel integrated?
- Manager 1:1: discuss a further career development plan
Bridge the Physical Distance with a Remote Onboarding Checklist
An onboarding checklist for remote employees is a compilation of the vital activities in the onboarding programme that new hires need to achieve job satisfaction and peak performance. A successful remote onboarding process is a must have for any remote worker.
With the right planning and coordination, onboarding employees remotely will feel less like an isolating process, and more like an exciting start.
You can download our remote onboarding checklist template below:
Three Tips for your Remote Onboarding Checklist
We compiled a list of elements that should not get overlooked in any intentional remote onboarding checklist.
1. Announcing the Employee
The welcome email to new staff is proof that your employer is preparing for getting you and any other new staff on board. It can also reaffirm the excitement of starting a new job.
2. Virtual Introductions
Even if you work remotely, it does not mean that social connections should not be attainable for you. This can happen as a virtual breakfast, or a virtual coffee break video call.
3. Setting Measurable Onboarding Key Performance Indicators
The employer should define the measurable KPIs to track your progress and thus ensure your productivity.
4. Status Update & Feedback Sessions
When starting a new job, it is important to have some touch base sessions with your supervisor. For example, this can follow the 30/60/90 days structure. This will assist the employer in knowing how the online employees are settling into their job roles. Also, it serves as an onboarding survey to express your level of satisfaction with the progress of your onboarding.