Changes

*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 five business days have passed since submitting the [https://intranet.atssc-scdata.gc.ca/en/forms/employee-arrivalmovement-form][https://intranet.atssc-scdata.gc.ca/hr-benefits/forms/employee-arrival-form-en.html '''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 five business days have passed since submitting the '''[https://intranet.atssc-scdata.gc.ca/en/forms/employee-arrivalmovement-form 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 two weeks.

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

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

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

*Provide your new employee with the terms and conditions applicable to their employment in the relevant format (see applicable [http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/coll_agre/siglist-eng.asp '''collective agreement''']).

*Provide your new employee with the terms and conditions applicable to their employment in the relevant format (see applicable [http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/coll_agre/siglist-eng.asp '''collective agreement''']).

*Set time aside (or delegate to the orientation Buddy) to help your new employee register for '''[[Media:Mandatory Training List-EN.pdf|mandatory training]]''' (if not already done). Your employee will first need to create an account to access the CSPS's [https://www.csps-efpc.gc.ca/platform/signin-eng.aspx '''learning platform''']. If your employee is joining the ATSSC from another department and already has a CSPS account, please ensure they update their '''[https://idm.csps-efpc.gc.ca/en/account account information]''' to reflect the move.

*Set time aside (or delegate to the orientation Buddy) to help your new employee register for '''[https://intranet.atssc-scdata.gc.ca/en/human-resources-hr/career-development-and-learning/training#mt mandatory training]''' (if not already done). Your employee will first need to create an account to access the CSPS's [https://www.csps-efpc.gc.ca/platform/signin-eng.aspx '''learning platform''']. If your employee is joining the ATSSC from another department and already has a CSPS account, please ensure they update their '''[https://idm.csps-efpc.gc.ca/en/account account information]''' to reflect the move.

*If you and your employee have agreed on a teleworking work arrangement, please ensure your employee completes a [https://intranet.atssc-scdata.gc.ca/hr-benefits/telework-arrangement-en.html '''Telework Agreement'''] as soon as practicable. Provide them with the links to the '''[https://intranet.atssc-scdata.gc.ca/en/atssc-telework-guidelines ATSSC Telework Guidelines]''' and the '''[https://intranet.atssc-scdata.gc.ca/en/working-atssc/hybrid-work-atssc Hybrid work at the ATSSC]''' intranet page for more information.

*If you and your employee have agreed on a teleworking work arrangement, please ensure your employee completes a telework agreement in the [https://portal-portail.tbs-sct.gc.ca/home-eng.aspx '''TBS Applications Portal (TAP)'''] using the [https://portal-portail.tbs-sct.gc.ca/accessrequest-eng.aspx?url=https%3a%2f%2fmwa-mrt.tbs-sct.gc.ca&SystemId=MWA '''myWorkArrangements'''] application. Provide them with the links to the '''[https://intranet.atssc-scdata.gc.ca/en/atssc-telework-guidelines ATSSC Telework Guidelines]''' and the '''[https://intranet.atssc-scdata.gc.ca/en/working-atssc/hybrid-work-atssc Hybrid work at the ATSSC]''' intranet page for more information.

*Ensure your new employee is included in upcoming team and all-staff meetings and added to relevant email distribution lists. Discuss the [https://intranet.atssc-scdata.gc.ca/communities-of-practice/communites-of-practice-landing-en.html '''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 email distribution lists. Discuss the '''[https://intranet.atssc-scdata.gc.ca/en/about-us/atssc-communities-practice 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 (e.g., GCconnex, GCpedia).

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

*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.

*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.

*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.

*Talk about work objectives, expected competencies and learning and development needs, and explain the '''[https://intranet.atssc-scdata.gc.ca/en/human-resources-hr/supporting-and-managing-employees/employee-performance-management 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.

*Follow-up to ensure that your new employee has registered for and begun completing '''[[Media: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/en/human-resources-hr/career-development-and-learning/training#mt 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.

*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. 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.

*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 '''[[Media: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/en/human-resources-hr/career-development-and-learning/training#mt 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 federal public service) If there are issues that may affect a successful completion of the employee's probation period, contact Labour Relations at {{em|LR_ATSSC-RL_SCDATA@tribunal.gc.ca}} for advice and guidance as soon as possible to ensure appropriate steps are taken.

*(For employees new to the federal public service) If there are issues that may affect a successful completion of the employee's probation period, contact Labour Relations at {{em|LR_ATSSC-RL_SCDATA@tribunal.gc.ca}} for advice and guidance as soon as possible to ensure appropriate steps are taken.

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*Provide regular, informal feedback, discuss learning and development, and continue to follow the [https://intranet.atssc-scdata.gc.ca/hr-benefits/performance-en.html 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 the period being assessed.

*Provide regular, informal feedback, discuss learning and development, and continue to follow the [https://intranet.atssc-scdata.gc.ca/en/human-resources-hr/supporting-and-managing-employees/employee-performance-management#toc-id-0 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 the period being assessed.

**'''For the mid-year review:''' the employee must have worked three months between April and October.

**'''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.

**'''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 [https://portal-portail.tbs-sct.gc.ca/home-eng.aspx Performance management application] that your employee has successfully completed the probationary period, (applicable to employees new to the federal public service).

*After a complete year, remember to indicate in the [https://portal-portail.tbs-sct.gc.ca/home-eng.aspx Performance management application] that your employee has successfully completed the probationary period, (applicable to employees new to the federal public service).

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

*Discuss [https://intranet.atssc-scdata.gc.ca/en/human-resources-hr/career-development-and-learning career development and talent management] with your employee.

*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?