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Onboarding: Manager Walkthrough

Below is a step-by-step walkthrough to complete the hiring process for Managerial Staff. These steps are separated by milestones. In addition, you will find a designated section for both forms and what to expect at this part of your hiring process.

Additional onboarding resources can be found in the Manager/Supervisor Onboarding section of CDCRnet— the department’s intranet.

Pre-Arrival Goals

Receive contact from Manager/Supervisor

  • Receive welcome letter/confirmation
  • Determine start date
  • Determine work schedule
  • Schedule orientation day
  • Discuss additional resources

Receive contact from Personnel Liaison (PL)

1 Month Goals

First Day

  • Introduction to Manager/Supervisor, fellow team members, and PL
  • Receive Badge/ID/building access
  • Introduction to workspace and work area
  • Schedule orientation day
  • Discuss standard operating procedures:
    • Work/lunch/break schedules, absence requests/reporting, overtime, telework, travel policy, etc.
    • Desk procedures and resources, Intranet portal, directory of drives, document naming conventions, overview of department equipment, applications, and systems
    • Discuss Emergency Evacuation procedures

First Week

  • Tour work location with PL
  • Review training plan
  • Meet work teams and senior staff
  • Review organizational structure
  • Receive 1-2 assignments to showcase your skill set and make an immediate contribution
  • Discuss meeting schedule and regular one-on-ones

First Month

  • Complete New Employee Orientation (NEO)
  • Sign and submit necessary Human Resource forms and policy acknowledgement forms
  • Verify CalATERS account has been setup (expense report account)
  • Receive assignments, resources, completion dates, and success measures
  • Attend one-on-one meetings for feedback, questions, and growth
  • Receive additional training needed

3-12 Month Goals

First 3 to 6 Months

  • First probation report (schedule subsequent probation report meetings)
  • Attend one-on-one meetings for feedback, questions, and growth
  • Receive increasingly challenging projects
  • Receive additional training as needed

First Year

  • Receive increasingly challenging projects
  • Attend one-on-one meetings for feedback, questions, and growth
  • Receive additional training as needed
  • Receive final probation report (for 12-month probationary periods)
  • Complete survey of onboarding experiences