| Jessica Spiak |

BEFORE FIRST DAY

Outcomes: This is a welcoming work environment with informed colleagues and a fully-equipped work space; new employees feel “settled in” on their first day. The OSI accountant will be able to establish the new employee in the payroll system.

Schedule and Job Duties

  • Call employee:
    • Confirm start date, time, place, parking, dress code, etc.
    • Identify/provide computer needs and requirements.
  • Add regularly scheduled meetings (e.g. staff and department) to employee’s and OSI calendar(s).
  • Prepare employee’s calendar for the first two weeks.
  • Plan the employee’s first assignment.

Socialization

  • Email OSI Directors and Staff  to introduce the new hire. Include start date, employee’s role, and bio. Copy the new employee.
  • Set up meetings with critical people for the employee’s first few weeks.
  • Arrange for an "office" tour.
  • Add profile to OSI website.

Work Environment

  • Put together welcome packet, including: job description, welcome letter, contact names and phone/email lists, technology resources, history of the organization, mission and values of the Institute, etc.
  • Share policies on Code of Conduct, Con-Discrimination, communications (wiki, mailing lists, ), etc.
  • Order business cards.

Technology Access and Related

  • Provide technology equipment and software.
  • Create various accounts (Civi, Drupal, GSuite, etc.)
  • Add employee to relevant email lists.

Training/Development

  • Arrange pertinent training required for the job.

Payroll

FIRST DAY

Outcomes: The employee feels welcomed and prepared to start working; begins to understand the position and performance expectations.

Schedule, Job Duties, and Expectations

  • Clarify the first week’s schedule, and confirm required and recommended training.
  • Provide an overview of the functional area – its purpose, organizational structure, and goals.
  • Review job description, outline of duties, and expectations.
  • Describe how employee’s job fits in the organization, and how the role contributes to the organization, aligns with the mission and supports the Open Source Software community.
  • Review hours of work. Explain policies and procedures for recoding/reporting time, vacation and sick time, holidays, etc. Explain any flexible work policies or procedures.
  • Explain how to get additional office, working supplies.

Socialization

  • Coordinate meetings with OSI staff, contractors, directors on the first day.
  • Take employee out to lunch.

Work Environment

  • Discuss expectations when working remotely.

Technology Access and Related

  • Provide information on using, email, voicemail and computer.

FIRST WEEK

Outcomes: New employee builds knowledge of internal processes and performance expectations; feels settled into the new work environment.

Schedule, Job Duties, and Expectations

  • Give employee his/her initial assignment. (Make it something small and doable.)
  • Debrief with employee after he/she attends initial meetings, completes training, and begins work on initial assignment. Touch base quickly each day of scheduled work.
  • Provide additional contextual information about the organization to increase understanding of the purpose, value add to OSI, goals, and initiatives.
  • Explain the annual performance review and goal-setting process.
  • Review the process related to the probationary period.

Socialization

  • Arrange for a welcome from the OSI Board

Technology Access and Related

  • Ensure employee has fully functioning computer and systems access and understands how to use them.

FIRST MONTH

Outcomes: Employee is cognizant of his/her performance relative to the position and expectations; continues to develop, learn about the organization, and build relationships.

Schedule, Job Duties, and Expectations

  • Schedule and conduct regularly occurring one-on-one meetings.
  • Continue to provide timely, on-going, meaningful “everyday feedback.”
  • Elicit feedback from the employee and be available to answer questions.
  • Explain the performance management process and compensation system.
  • Discuss performance and professional development goals. Give employee an additional assignment.

Socialization

  • Continue introducing employee to key people (contractors, affiliates, sponsors, etc.) and bring him/her to relevant events.
  • Meet with employee to review first weeks and answer questions.
  • Arrange for employee to take MIT tour (if not already completed).

Training and Development

  • Ensure employee has attended Human Resources New Employee Orientation.
  • Ensure employee is signed up for necessary training.

FIRST THREE MONTHS

Outcomes: Employee is becoming fully aware of his/her role and responsibilities, beginning to work independently and produce meaningful work. He/she continues to feel acclimated to the environment, both functionally and socially.

Schedule, Job Duties, and Expectations

  • Continue having regularly occurring one-on-one meetings.
  • Meet for informal three-month performance check-in.
  • Continue giving employee assignments that are challenging yet doable.
  • Create written performance goals and professional development goals.
  • Discuss appropriate flexible work options.
  • With employee, develop personal interests and goals for long term.

Socialization

  • Have employee “shadow” you at meetings to get exposure to others and learn more about the department and organization.
  • Have a check-in with the employee.
  • Take employee out to lunch, and have informal conversation about how things are going.

Training and Development

  • Ensure employee is comfortable in the use of technology, business practices, policies, etc. Request the employee provide feedback on the on-boarding, and training, and share with organization, as appropriate.
  • Ask if needed training is completed.
  • Provide information about continued learning opportunities.


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Created by Patrick Masson on 2018.06.25 at 07:57:55 PDT
    

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