Changes

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/New Employee Arrival|New Employee Arrival]]</li>     

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/New Employee Arrival|New Employee Arrival]]</li>     

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page Pay and Benefits|Pay and Benefits]] </li>  

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page Pay and Benefits|Pay and Benefits]] </li>  

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Training|Training]]</li>

   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Training|Training]]</li><br>

  <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Maintaining a Healthy Workplace|Maintaining a Healthy Workplace]]</li>

 

  <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Employee Performance and Career Management|Employee Performance and Career Management]]</li>

                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Maintaining a Healthy Workplace|Maintaining a <br>

  <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Other Corporate Services Info|Other Corporate Services Info]]</li>

Healthy Workplace]]</li>

  <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/General Tips and Tools|General Tips and Tools]]</li>

                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Employee Performance and Career Management|Employee Performance<br>

  <li class="primary-btn active">[[Stephanie%27s_Wiki_Test_Page/Manager's Corner for Onboarding New Employees|Manager's Corner for Onboarding New Employees]]</li>     

& Career Management]]</li>

                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Other Corporate Services Info|Other Corporate<br>

Services Info]]</li>

                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/General Tips and Tools|General Tips<br>

and Tools]]</li>

                        <li class="primary-btn active">[[Stephanie%27s_Wiki_Test_Page/Manager's Corner for Onboarding New Employees|Manager's Corner for<br>

Onboarding New Employees]]</li>     

</ul>

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<div class="section col-sm-12 col-lg-8" id="pre">

==Manager's Checklist==

== Manager's Checklist==

<p>A proper onboarding makes a difference! It is a core people management practice that, when appropriately rolled out, can drive many positive outcomes, such as providing new employees a sense of belonging and inclusion which is key to employee engagement, demonstrating to new employees that they are truly valued, fostering collaboration, helping to reduce stress and increase productivity, and  strengthening alignment with the organizational mandate, culture and values.</p>  

<p>A proper onboarding makes a difference! It is a core people management practice that, when appropriately rolled out, can drive many positive outcomes, such as providing new employees a sense of belonging and inclusion which is key to employee engagement, demonstrating to new employees that they are truly valued, fostering collaboration, helping to reduce stress and increase productivity, and  strengthening alignment with the organizational mandate, culture and values.</p>  

*As soon as the Letter of Offer has been signed, contact your new employee with a welcome email – see template.

* As soon as the Letter of Offer has been signed, contact your new employee with a welcome email – see template.

*Confirm details regarding the arrival of your new employee, i.e. work schedule including hours of work, start date, and location. Make sure you are both clear on whether your employee will be working remotely, in person or through a hybrid model.

* Confirm details regarding the arrival of your new employee, i.e. work schedule including hours of work, start date, and location. Make sure you are both clear on whether your employee will be working remotely, in person or through a hybrid model.

*Check if your employee requires job accommodation. If yes, ensure that the necessary workplace accommodation is arranged as soon as possible by sending an email to: '''Facilities-Installations@tribunal.gc.ca'''.

*Check if your employee requires job accommodation. If yes, ensure that the necessary workplace accommodation is arranged as soon as possible by sending an email to: '''Facilities-Installations@tribunal.gc.ca'''.

*Fill out the Arrival Form as soon as a start date has been established for your new employee.

*Fill out the Arrival Form as soon as a start date has been established for your new employee.

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===<span class="checkbox" aria-hidden="true">&#10004;</span>First Day ===

===<span class="checkbox" aria-hidden="true">&#10004;</span>First Day===

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*Discuss the plan for the day with your new employee while identifying key people who will assist in the orientation process during the first week.

*Discuss the plan for the day with your new employee while identifying key people who will assist in the orientation process during the first week.

*If your new employee is new to the Public Service, ensure that he/she/they:

*If your new employee is new to the Public Service, ensure that he/she/they:

**has signed the oath or solemn affirmation;

** has signed the oath or solemn affirmation;

**has been provided the link to the '''Onboarding Wiki site'''

**has been provided the link to the '''Onboarding Wiki site'''

*Tour the workplace (if applicable) and introduce your new employee to team members and extended branch personnel, including your section’s administrative assistant. In a remote work setting, set up a welcome MS Teams meeting with members of the team to introduce your new employee.

*Tour the workplace (if applicable) and introduce your new employee to team members and extended branch personnel, including your section’s administrative assistant. In a remote work setting, set up a welcome MS Teams meeting with members of the team to introduce your new employee.

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===<span class="checkbox" aria-hidden="true">&#10004;</span>During the first week===

===<span class="checkbox" aria-hidden="true">&#10004;</span>During the first week ===

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*Check that your new employee has been paid.

*Check that your new employee has been paid.

*Observe your new employee's integration into the team. Identify positive dynamics and behaviours in your unit and address challenges as appropriate if any exist.

*Observe your new employee's integration into the team. Identify positive dynamics and behaviours in your unit and address challenges as appropriate if any exist.

*Discuss the [https://intranet.atssc-scdata.gc.ca/hr-benefits/performance-en.html '''Performance Management Program'''], including the development of SMART work objectives, expected competencies as well as learning and development plans. Remember to “claim” your employee in the '''myEmployees''' application, found on the top right of the [https://portal-portail.tbs-sct.gc.ca/home-eng.aspx '''TBS Applications Portal (TAP)'''] page.

* Discuss the [https://intranet.atssc-scdata.gc.ca/hr-benefits/performance-en.html '''Performance Management Program'''], including the development of SMART work objectives, expected competencies as well as learning and development plans. Remember to “claim” your employee in the '''myEmployees''' application, found on the top right of the [https://portal-portail.tbs-sct.gc.ca/home-eng.aspx '''TBS Applications Portal (TAP)'''] page.

*Discuss [https://intranet.atssc-scdata.gc.ca/hr-benefits/career-management-en.html?zoom_highlight=talent+management '''Career and Talent Management'''] with your new employee.

* Discuss [https://intranet.atssc-scdata.gc.ca/hr-benefits/career-management-en.html?zoom_highlight=talent+management '''Career and Talent Management'''] with your new employee.

*Discuss preferred working styles (i.e. communication, meetings, questions, feedback, etc.) and establish a shared understanding with your new employee.

*Discuss preferred working styles (i.e. communication, meetings, questions, feedback, etc.) and establish a shared understanding with your new employee.

*Follow-up to ensure that your new employee has registered for and begun completing '''[https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/mandatory-training-list-en.pdf mandatory training]'''.

*Follow-up to ensure that your new employee has registered for and begun completing '''[https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/mandatory-training-list-en.pdf mandatory training]'''.

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*Set monthly meetings, if needed, to discuss various topics.

* Set monthly meetings, if needed, to discuss various topics.

*Around the three-month period, informally check on how your employee is acclimatizing to the new work environment. Be specific in order to gain valuable insight, such as, “How do you feel in your position after three months? Do you have any questions/challenges? How is your workload?”, etc.

* Around the three-month period, informally check on how your employee is acclimatizing to the new work environment. Be specific in order to gain valuable insight, such as, “How do you feel in your position after three months? Do you have any questions/challenges? How is your workload?”, etc.

*Discuss performance regularly and share your views on how your employee is integrating with the team and how they are progressing as it relates to their new work functions.

* Discuss performance regularly and share your views on how your employee is integrating with the team and how they are progressing as it relates to their new work functions.

*Follow up to ensure that your new employee has registered for or completed '''[https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/mandatory-training-list-en.pdf mandatory training]''' courses and discuss the application of learning in the workplace. Also discuss other learning activities that may support your employee’s learning needs.

*Follow up to ensure that your new employee has registered for or completed '''[https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/mandatory-training-list-en.pdf mandatory training]''' courses and discuss the application of learning in the workplace. Also discuss other learning activities that may support your employee’s learning needs.

*Highlight any concerns you may have with your employee and intervene as necessary.

*Highlight any concerns you may have with your employee and intervene as necessary.

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===<span class="checkbox" aria-hidden="true">&#10004;</span>Year One ===

===<span class="checkbox" aria-hidden="true">&#10004;</span>Year One===

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*Conduct a year-end performance assessment based on established work objectives.

*Conduct a year-end performance assessment based on established work objectives.

*If your employee has succeeded, indicate in writing that they have successfully completed the probationary period, (applicable to employees new to the Public Service).

* If your employee has succeeded, indicate in writing that they have successfully completed the probationary period, (applicable to employees new to the Public Service).

*Discuss with your employee their overall impressions of the workplace. Ask questions such as:

* Discuss with your employee their overall impressions of the workplace. Ask questions such as:

*Is the job what you expected?

*Is the job what you expected?

*Are you getting all the information, tools and support you need to do your job?

*Are you getting all the information, tools and support you need to do your job?

*Do you feel included and part of your team?

*Do you feel included and part of your team?

*Do you feel recognized for your contributions?

* Do you feel recognized for your contributions?

*Have you noticed anything on which we can improve?

*Have you noticed anything on which we can improve?

*'''Congratulate your employee on their first year in the federal public service and/or at the ATSSC!'''

*'''Congratulate your employee on their first year in the federal public service and/or at the ATSSC!'''