Employee Onboarding

Welcome {{employee-first-name-414633}}\! You're officially part of the team. This is where we get your paperwork sorted so you can hit the ground running on day one. What you need to do: Fill in the fields below. Don't worry if you don't have your Employee ID yet - we'll assign one. The important stuff: personal email, phone, and emergency contact. Why this matters: Getting this right means your first paycheck arrives on time and we can reach you if needed. Questions? Just ask HR - we don't bite.

New hire: {{employee-first-name-414633}} {{employee-last-name-414634}} Time to get their workspace ready. This isn't just about hardware - it's about making sure they can actually do their job from day one. Checklist: • Desktop or laptop (check with manager for specs) • Monitor, keyboard, mouse • Phone extension or headset • ID card and building access Pro tip: Order early. Shipping delays happen. Nobody wants their new hire staring at an empty desk.

Setting up for: {{employee-first-name-414633}} {{employee-last-name-414634}} Department: {{department-2068071}} First impressions matter. When someone walks in on their first day, they should see a desk that's ready - not a storage area with a chair somewhere underneath. What needs doing: • Clean desk in the right location (check with hiring manager) • Parking spot assigned (if applicable) • Office keys or access cards • Basic supplies: notepad, pens, maybe a welcome plant Small touches make people feel expected, not like an afterthought.

For: {{employee-first-name-414633}} {{employee-last-name-414634}} Reports to: {{hiring-manager-2068070}} This is where the new hire actually becomes real in your systems. No account = no work. Simple as that. Accounts to create: • Email (format: firstname.lastname@company.com) • Active Directory / SSO login • Conference calling platform • File storage access (check permissions with manager) Important: Write down the temporary passwords somewhere secure. You'll need to share them during IT orientation. Don't email passwords - ever.

New team member: {{employee-first-name-414633}} {{employee-last-name-414634}} This is their first real day. Make it count. Nobody remembers every policy you cover, but they'll remember how they felt. Orientation agenda: • Company history and culture (keep it short - 15 mins max) • Team introductions (walk them around) • Key policies: time off, expenses, who to contact • Benefits overview - schedule a separate deep-dive if needed Don't forget: Get their employee bio for the team directory. A photo too if they're comfortable. People want to know who just joined.

Training: {{employee-first-name-414633}} {{employee-last-name-414634}} Don't just hand over passwords and walk away. A 30-minute walkthrough now saves hours of support tickets later. Cover these basics: • How to log in (and what to do when locked out) • Email setup - especially on mobile • File storage: where to save things, what not to put in email • VPN setup if working remotely • Security basics: phishing, password rules, who to call if something looks wrong Leave them with: A one-pager with key contacts and common troubleshooting steps. They won't remember everything you said.

Meeting with: {{employee-first-name-414633}} {{employee-last-name-414634}} Your new team member in: {{department-2068071}} This conversation sets the tone for everything that follows. Be specific. Vague expectations create anxious employees. Week one agenda: • What does success look like in this role? Give examples. • Current projects - what's urgent, what can wait • Who's who on the team and who to go to for what • First assignment - something achievable but meaningful Assign a buddy: Someone who's been here a while and actually enjoys helping new people. Not everyone does - pick wisely. Schedule regular check-ins: Daily for week one. Then weekly. Adjust from there.

Closing out onboarding for: {{employee-first-name-414633}} {{employee-last-name-414634}} Before marking this complete, do a quick sanity check. Did everything actually happen? Sometimes steps get checked off without getting done. Verify: • All systems access working (quick test) • Payroll confirmed - nothing worse than a missed first paycheck • Manager has had the role clarity conversation • New hire knows who to contact for different issues Send a summary email to: • HR Manager • IT Admin • Hiring Manager Include: start date confirmed, any outstanding items, 30-day check-in scheduled. Not quite done? Flag what's missing. Don't close this until it's actually complete.