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Working at the ATSSC/Manager's corner for onboarding new employees (view source)
Revision as of 11:38, 8 February 2022
, 11:38, 8 February 2022no edit summary
*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 federal public service, ensure that they:
*If your new employee is new to the federal public service, ensure that they:
**has signed the oath or solemn affirmation
**have signed the oath or solemn affirmation
** has been provided the link to the '''Onboarding Wiki site'''
** have been provided the link to the '''Onboarding Wiki site'''
**has been encouraged to read the publication [https://can01.safelinks.protection.outlook.com/?url=https%3A%2F%2Flop.parl.ca%2FAbout%2FParliament%2Fsenatoreugeneforsey%2FHome%2FIndex-e.html&data=02%7C01%7CAlain.Godbout%40tribunal.gc.ca%7C72d8f489f4a44f54d6c308d7d184c2a5%7Cbcc5538a1d6a4e87a29e7d706ae6de4f%7C0%7C0%7C637208240451505939&sdata=nMbD%2F%2B%2BYvJxQtVjfkJmgpxiXxb6xvowYyaplpqRXJcE%3D&reserved=0 How Canadians Govern Themselves] by Eugene A. Forsey
**have been encouraged to read the publication [https://can01.safelinks.protection.outlook.com/?url=https%3A%2F%2Flop.parl.ca%2FAbout%2FParliament%2Fsenatoreugeneforsey%2FHome%2FIndex-e.html&data=02%7C01%7CAlain.Godbout%40tribunal.gc.ca%7C72d8f489f4a44f54d6c308d7d184c2a5%7Cbcc5538a1d6a4e87a29e7d706ae6de4f%7C0%7C0%7C637208240451505939&sdata=nMbD%2F%2B%2BYvJxQtVjfkJmgpxiXxb6xvowYyaplpqRXJcE%3D&reserved=0 How Canadians Govern Themselves] by Eugene A. Forsey
*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 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 MS Teams meeting with members of the team to introduce your new employee. If you have a large team, break it down into smaller groups so as not to overwhelm the employee with new information.
*Introduce your new employee to their onboarding and orientation "Buddy" colleague who will assist in the orientation of the work unit.
*Introduce your new employee to their onboarding and orientation "Buddy" colleague who will assist in the orientation of the work unit.
*Set time aside to discuss the [https://intranet.atssc-scdata.gc.ca/working-atssc/organizational-charts-en.html '''ATSSC's organizational chart'''] and the mandate of the tribunal you support, or the mandate of your work unit within Internal Services. Discuss overall priorities and objectives of your work unit.
*Set time aside to discuss the [https://intranet.atssc-scdata.gc.ca/working-atssc/organizational-charts-en.html '''ATSSC's organizational chart'''] and the mandate of the tribunal you support, or the mandate of your work unit within Internal Services. Discuss overall priorities and objectives of your work unit.
*Discuss preferred working styles (e.g., communication, meetings, questions, feedback, etc.) and establish a shared understanding with your new employee.
*Confirm that your new employee has read and understood the [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=25049 '''Values and Ethics Code for the Public Sector'''], and the [https://intranet.atssc-scdata.gc.ca/tools-resources/documents/ATSSC-Code-of-Conduct-en.pdf '''ATSSC Code of Conduct: Values and Ethics, Standards of Conduct, and Conflict of Interest and Post Employment'''].
*Confirm that your new employee has read and understood the [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=25049 '''Values and Ethics Code for the Public Sector'''], and the [https://intranet.atssc-scdata.gc.ca/tools-resources/documents/ATSSC-Code-of-Conduct-en.pdf '''ATSSC Code of Conduct: Values and Ethics, Standards of Conduct, and Conflict of Interest and Post Employment'''].
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===<span class="checkbox" aria-hidden="true">✔</span>By the end of the first month===
===<span class="checkbox" aria-hidden="true">✔</span>During the first month===
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*Check that your new employee has been paid.
*Check that your new employee has been paid.
*Check-in weekly with your new employee to ensure they are doing well, that they have what they need or to address concerns or questions. Your employee needs to feel supported.
*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.
*Talk about work objectives, expected competencies and learning and development needs, and explain the [https://intranet.atssc-scdata.gc.ca/hr-benefits/performance-en.html '''Performance Management Program''']. 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.
*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]'''.
*Create a safe space by communicating expectations (adherence to the Code of Values and Ethics), and that you as a manager are willing and available to discuss ethical dilemmas with your staff.
*Create a safe space by communicating expectations (adherence to the Code of Values and Ethics), and that you as a manager are willing and available to discuss ethical dilemmas with your staff.
*Continue to introduce your new employee to key colleagues needed to perform everyday tasks.
*Continue to introduce your new employee to key colleagues needed to perform everyday tasks.
*If possible and appropriate, invite your new employee to meetings as an observer; it may help them to understand the culture of the organization.
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*Set monthly meetings, if needed, to discuss various topics.
*Set regular meetings, if needed, to discuss various topics, including progress on work files, integration and comfort level.
*Around the three-month period, informally check on how your employee is acclimatizing to the new work environment. Be specific 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 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. Keep in mind that it usually takes around six months for a new employee to be fully integrated and efficient in a new job. In a remote work setting, it can take a bit longer.
*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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*Conduct a year-end performance assessment based on established work objectives.
*Provide regular, informal feedback, discuss learning and development, and continue to follow the Performance Management cycle, keeping in mind that things could be out of sync for the first year. To know if you can formally assess your employee’s performance, remember that the employee must have worked for at least half the time of period assessed.
*If your employee has succeeded, indicate in writing that they have successfully completed the probationary period, (applicable to employees new to the federal public service).
**'''For the mid-year review:''' the employee must have worked three months between April and October
**'''For the year-end review:''' the employee must have worked six months between April and March.
*After a complete year, remember to indicate in the Performance management application that they have successfully completed the probationary period, (applicable to employees new to the federal 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?
