Changes

 

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* 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.

*Check if your employee requires job accommodation. If yes, ensure that the necessary workplace accommodation is arranged as soon as possible.

*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.

*Gather basic reference materials such as a phone list, organizational chart with titles, staff lists, other contact lists, email instructions (i.e. signature block), and the job description for yout new employee’s position, and share with him/her/them.

* Gather basic reference materials such as a phone list, organizational chart with titles, staff lists, other contact lists, email instructions (i.e. signature block), and the job description for yout new employee’s position, and share with him/her/them.

*Email all team members and key contacts announcing the arrival and start date of your new employee.

*Email all team members and key contacts announcing the arrival and start date of your new employee.

*Encourage a team member to be an onboarding and orientation “Buddy” for your new employee, to answer any questions and provide support and guidance.

*Encourage a team member to be an onboarding and orientation “Buddy” for your new employee, to answer any questions and provide support and guidance.

*Once 5 business days have elapsed since submitting the Arrival Form, check with IT to ensure that your employee’s email account has been set up and that arrangements have been made with the employee to equip him/her/them with a laptop, cellphone, and any other needed IT equipment. If there are any delays, ensure that alternate arrangements are made so that the employee’s first week is productive.

*Once 5 business days have elapsed since submitting the Arrival Form, check with IT to ensure that your employee’s email account has been set up and that arrangements have been made with the employee to equip him/her/them with a laptop, cellphone, and any other needed IT equipment. If there are any delays, ensure that alternate arrangements are made so that the employee’s first week is productive.

* Check your availability and ensure you set time aside for the new employee, especially during the first 2 weeks.

*Check your availability and ensure you set time aside for the new employee, especially during the first 2 weeks.

* Prepare a meaningful assignment for the new employee to start within the first week.

*Prepare a meaningful assignment for the new employee to start within the first week.

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*Greet your new employee with a warm welcome and in the case where an employee requires access to the workplace, ensure that arrangements are made to issue an ATSSC ID card as soon as possible. (Contact the Security Team for the latest details on this step).

*Greet your new employee with a warm welcome and in the case where an employee requires access to the workplace, ensure that arrangements are made to issue an ATSSC ID card as soon as possible. (Contact the Security Team for the latest details on this step).

* 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;

*Set time aside to help the employee with the registration of myKEY.

*Set time aside to help the employee with the registration of myKEY.

*Allocate time to discuss the new employee’s job in more detail, key duties and procedures, and discuss job expectations/performance objectives.

*Allocate time to discuss the new employee’s job in more detail, key duties and procedures, and discuss job expectations/performance objectives.

* Provide your new employee with the terms and conditions applicable to his/her/their employment in the relevant format (see applicable collective agreement).

*Provide your new employee with the terms and conditions applicable to his/her/their employment in the relevant format (see applicable collective agreement).

*Set time aside (or delegate to the Orientation Buddy) to help your new employee register for mandatory training (if not already done), by first creating or updating a GCcampus account.

*Set time aside (or delegate to the Orientation Buddy) to help your new employee register for mandatory training (if not already done), by first creating or updating a GCcampus account.

*Ensure your new employee is included in upcoming team and all-staff meetings and added to relevant distribution lists. Discuss the ATSSC Communities of Practice and other relevant committees and/or networks with your new employee.

*Ensure your new employee is included in upcoming team and all-staff meetings and added to relevant distribution lists. Discuss the ATSSC Communities of Practice and other relevant committees and/or networks with your new employee.

* Assist your new employee in creating online accounts, as required (i.e. GCconnex, GCpedia).

*Assist your new employee in creating online accounts, as required (i.e. GCconnex, GCpedia).

*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 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 TBS Applications Portal (TAP) page.

*Discuss the 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 TBS Applications Portal (TAP) page.

* Discuss Career and Talent Management with your new employee.

*Discuss 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 mandatory training.

*Follow-up to ensure that your new employee has registered for and begun completing mandatory training.

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===<span class="checkbox" aria-hidden="true">&#10004;</span>Three, six months===

===<span class="checkbox" aria-hidden="true">&#10004;</span>Three, six months ===

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*Follow up to ensure that your new employee has registered for or completed 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 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.

* (For employees new to the Public Service) If there are issues that may affect a successful completion of the employee’s probation period, contact Labour Relations for advice and guidance as soon as possible to ensure appropriate steps are taken.

*(For employees new to the Public Service) If there are issues that may affect a successful completion of the employee’s probation period, contact Labour Relations for advice and guidance as soon as possible to ensure appropriate steps are taken.

*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?

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