Page 10 - HRS-125 - 07.2020 Managers Guide

Employee Onboarding

Onboarding at MIL is more than an event; it is an engaging experience designed to make the new employee feel
welcome and minimize the time it takes to become a productive member of their department.

Onboarding Plan New Hire Engagement Process Doc

An onboarding plan begins before the new employee This guide describes touch points during the first 100
steps foot on site by preparing their workspace. It entails days in the life of a new employee. This plan details
designing a first-day schedule that intentionally connects actions that managers and HR points of contact take to
the new employee with existing team members to help make a new employee feel welcomed to MIL, integrated
them get acclimated and setting short- and long-term goals into their team, and aware of performance expectations
with the new employee that include relevant training and and business objectives. Managers are responsible for
development opportunities. completing several actions in this plan. Please visit the
Manager’s section on MILtranet to access the onboarding
Orientation Process Doc tools.
Orientation Process Doc information is used by HR to
ensure that all orientations are done consistently at all MIL Property Custody Form
locations. Information is compiled for all equipment issued to
employees.

Employee Development

MIL provides many training and professional development opportunities for both managers and their employees. There
are also resources to help pay for outside educational and professional coursework to advance an employee’s skillset.

Performance Check Points Annual Review
It is the manager’s responsibility to communicate with The annual review is the culminating assessment of
their employees on an ongoing basis. These conversations your employees’ performance for the year. It provides a
should be grounded in honest communication and great opportunity to tell your employees how much you
provide staff with clear role expectations and feedback. value their contributions in the workplace and to plan
The conversations should also identify performance for the coming year. It also is a chance to offer support to
improvement and development opportunities and career employees who have clear professional goals.
possibilities.
At MIL, Annual Performance Appraisals begin in December
Each employee has a responsibility to participate fully in and are completed in January.
these conversations, understand their role responsibilities
and expectations, and communicate any obstacles Annual Review Process Doc
or training needs in order to perform their role at an This resource is available to managers prior to starting the
optimum level. performance management process. It outlines the various
deadlines for each step of the process and details the
technical elements of the process.
90 Day Review

A 90 day review is the opportunity for you and the Job Roles and Expectations
employee to assess the fit of the position after 90 days This should be proactively communicated with employees
throughout their time at MIL. The initial conversation is
in the role. This information is done through the talent held at the time of onboarding and continues to occur as
module of ADP.
new job duties are assigned to the employee.

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