MTV Health System Orientation Sessions – provides an overview of new employment with the University of Michigan Health System; new hire will attend sessions offered on Monday & Tuesdays weekly.
Orientation Checklist – a complete list of all
information necessary to ensure that an employee is trained according
to the required Joint Commission standards. The Supervisor will want to
pull up this Checklist (word/pdf) and schedule time to review the items on the Checklist with their
Orientation Checklist for Transfers - a complete list of all information necessary to ensure that an internally transferred employee is trained according to the required Joint Commission standards. The Supervisor will want to pull up this Checklist (word/pdf) and begin getting ready for their new hire.
Workplace Safety Scavenger Hunt - please complete the scavenger hunt in your work area by locating or identifying the items listed on the sheet (word/pdf) to become familiar with workplace safety in your department. This form is to be filed with the Orientation Checklist.
Employee Health Service – the Supervisor will have already sent through the EHS Routing Form prior to employee starts. Additionally, the supervisor should let the employee know the information located on the following link:
Blue Folder – create the employee’s Blue Folder to be kept in the department. Should include copy of position description, related appointment information, licensure/certification, orientation checklists, performance evaluations, mandatories, competency assessments, etc.
What’s Recommended? Things a Supervisor should do to get their employee off on the right foot.
Your employee has attended New Employee Orientation and is ready to start work—but maybe not. Orientation provides a lot of information about the company, but nothing specific about your department.
Meet with new employee on their first day working in the department.
Give employee time to set up desk.
Supervisor or Buddy reviews basic computer systems and equipment with new employee.
Give new employee time to review intranet site.
Make sure that the direct manager greets them during their first day and introduces them to all team members.
Hold a small party/luncheon/potluck to celebrate their joining the team or take the new employee to lunch with some of the team members. If staff schedules are diverse, plan to make an announcement at the next staff meeting to welcome the new employee.
Let the new employee go home early their first day – even if it’s just five minutes – it will send them off with a smile.
Department or Unit Orientation – Helping the Employee to Feel Part of the Big Picture
Provide new employees with a brief overview of the departmental objectives, the business plan, and how their job contributes to both.
Ask if they have any questions from MTV Orientation.
Provide them with a brief overview of the corporate culture and the mission statement and values
Develop an individual learning plan with new employees to ensure that they will have the necessary skills
Emphasize the importance of two-way communication
Explain the concept of “shared responsibility” within the team
Explain the “chain of command” and reporting relationships
Tour the department’s website and other websites important to the employee’s position
Review how often to check in regarding assignments; when and how to ask for help
Describe regular meetings or other regularly scheduled items
Explain the procedure for handling complaints or conflicts within the department
Review process for illness, absence and tardiness notification
Discuss educational/training opportunities, including release time and tuition fee waiver/reimbursement
Review procedures for time tracking/reporting
Provide a staff list with phone numbers/pager numbers for team/work group
Define work space neatness and decorating limits
Show how to send and where to receive US and Campus mail
Consider a scavenger hunt for the employee to learn and remember as they find and write down the locations of items
Employee Recognition Profile
Explanation of department recognition programs
Consider utilizing a Buddy/Mentoring/Preceptor Program to match a new employee with an experienced employee in the department
Once the candidate has accepted the position, the buddy makes the initial welcoming call to establish the relationship.
During the first week, the buddy meets with the new employee regularly to provide basic information about the company and the culture, and to serve as a point person.
After the first week, the new employee and the buddy meet once a week for three months.
The buddy is usually someone on the same team as the new employee, or at least within the same function. A buddy must be a strong performer, a good communicator, someone who demonstrates the institution’s values, and someone the company wants to develop.
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