FP&M’s robust Onboarding Program is about building the UW-Madison and FP&M’s reputation for being a thoughtful employer, with great training, clear leadership, and a strong organization. The program supports new colleagues and moves them to efficient productivity levels quickly. It builds better team relationships across the department and units.
Who should you contact?
Alex Zewde, Training & Onboarding Specialist. | 608-263-9670 | email@example.com.
What is Onboarding?
Onboarding is a process of integrating new employees into our organization and equipping them with the appropriate tools, resources and knowledge to become successful and productive. Onboarding helps employees get “on-board” with the culture of the workplace and the expectations of their new job. While new employee orientation provides a quick overview during new employee’s first day or first week, Onboarding program is intended to follow and check-in periodically with new employees throughout their first year.
Why is Onboarding Necessary?
- Support process designed to manage a variety of tasks and requirements initiated once a new hire has accepted a position.
- Supplement to the existing orientation process designed to provide specific and customized information about the university culture and provides tools to help the new employee navigate and be successful at UW-Madison.
- Get your newly hired talent up to speed with the processes, culture, expectations, and day to day responsibilities of your department/unit.
- Way of making newcomers to the environment feel welcomed and excited, confirming for them the reasons they joined FP&M and UW-Madison, especially in the early days of the transition and at the onset of new challenges.
In 2015, UW-Madison adopted a New Employee Onboarding Policy as part of the HR Redesign process. The policy states that each college/school/division is required to develop, implement, monitor and maintain a documented onboarding program for all new employees. FP&M put together a committee to work on an onboarding plan in early 2015. The group outlined the tasks involved in the process and documented who is responsible for each one.
Roles & Responsibilities
Facilities Planning & Management developed one program (vanilla) and added unit-specific materials (toppings). We created a set of procedures that applies to new hires, regardless of department.
People who are involved in onboarding new employees should follow theses guiding principles:
- Onboarding should be welcoming and helpful to the new employee.
- The Onboarding process needs to be achievable and measurable, as well as easy to follow.
- The Onboarding program needs to have consistency across FP&M but be flexible enough to meet the needs of a wide variety of units and positions.
- Onboarding should provide a pathway to productivity and support employee growth.
In order to implement the Onboarding Program, there are five distinct groups that are involved when onboarding new employees.