DOCTOR OF PHILOSOPHY DEGREE IN AGRICULTURAL ECONOMICS


BEFORE THE EMPLOYEE’S START DATE

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.

 

Schedule and Job Duties

r  Submit the Hire transaction

r  Call employee:

o   Confirm start date, time, place, parking, dress code, etc.

o   Identify computer needs and requirements.

o   Provide name of their onboarding buddy.

o   Remind employee to complete tasks on the New Hire Activity page in Atlas.

r  Add regularly scheduled meetings (e.g. staff and department) to employee’s calendar.

r  Prepare employee’s calendar for the first two weeks. 

r  Plan the employee’s first assignment.

 

Socialization

r  Email department/team/functional area of the new hire. Include start date, employee’s role, and bio. Copy the new employee, if appropriate. (See Tools & Resources)

r  Set up meetings with critical people for the employee’s first few weeks.

r  Arrange for lunch with the appropriate person(s) or buddy for the first day and during first week.

r  Select the buddy. (See Buddy Guidelines)

r  Meet with the buddy, and provide suggestions and tips.  (See Buddy Guidelines)

r  Arrange for a campus tour.

 

Work Environment

r  Put together welcome packet from the department and include: job description, welcome letter, contact names and phone lists, campus map, parking and transportation information, mission and values of the Institute, information on your unit/school, etc.

r  Clean the work area, and set up cube/office space with supplies.

r  Order office or work area keys.

r  Order business cards and name plate.

r  Arrange for parking, if needed.

r  Add employee to relevant email lists.

 

Technology Access and Related

r  Order technology equipment (computer, printer, iPad) and software.

r  Contact local IT and/or IS&T to have the system set up in advance.

r  Arrange for access to common drives, and coordinate SAP roles authorizations.

r  Arrange for phone installation.

 

Training/Development

r  Remind employee to sign up for an in-person New Employee Orientation session.

r  Arrange pertinent trainings required for the job.

 

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

r  Clarify the first week’s schedule, and confirm required and recommended training.

r  Provide an overview of the functional area – its purpose, organizational structure, and goals.

r  Review job description, outline of duties, and expectations.

r  Describe how employee’s job fits in the department, and how the job and department contribute to the unit/school/DLC and the Institute. 

r  Review hours of work. Explain policies and procedures for overtime, use of vacation and sick time, holidays, etc. Explain any flexible work policies or procedures.

 

Socialization

r  Be available to greet the employee on the first day.

r  Introduce employee to others in the workplace.

r  Introduce employee to his/her buddy.

r  Take employee out to lunch.

 

Work Environment

r  Give employee key(s) and building access card.

r  Escort employee to MIT Welcome Center to complete I-9 and obtain MIT ID.

r  Remind employee to complete tasks on New Hire Activity page in Atlas.

r  Discuss transportation and parking or escort employee to MIT Parking & Transportation office to obtain parking sticker.

r  Provide department or building-specific safety and emergency information.

r  Take employee on a campus tour.

r  Explain how to get additional supplies.

 

Technology Access and Related

r  Provide information on setting up 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

r  Give employee his/her initial assignment. (Make it something small and doable.)

r  Debrief with employee after he/she attends initial meetings, attends training, and begins work on initial assignment. Also touch base quickly each day.

r  Provide additional contextual information about the department and organization to increase understanding of the purpose, value add to MIT, goals, and initiatives.

r  Explain the annual performance review and goal-setting process.

r  Review the process related to the probationary period.

 

Socialization

r  Arrange for a personal welcome from the unit leader.

 

Technology Access and Related

r  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

r  Schedule and conduct regularly occurring one-on-one meetings.

r  Continue to provide timely, on-going, meaningful “everyday feedback.”

r  Elicit feedback from the employee and be available to answer questions. 

r  Explain the performance management process and compensation system.

r  Discuss performance and professional development goals. Give employee an additional assignment.

 

Socialization

r  Continue introducing employee to key people and bring him/her to relevant events.

r  Meet with employee and buddy to review first weeks and answer questions.

r  Arrange for employee to take MIT tour (if not already completed).

 

 

Training and Development

r  Ensure employee has attended Human Resources New Employee Orientation.

r  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

r  Continue having regularly occurring one-on-one meetings.

r  Meet for informal three-month performance check-in.

r  Continue giving employee assignments that are challenging yet doable.

r  Create written performance goals and professional development goals.

r  Discuss appropriate flexible work options.

 

Socialization

r  Have employee “shadow” you at meetings to get exposure to others and learn more about the department and organization.

r  Have a check-in with the employee and buddy.

r  Take employee out to lunch, and have informal conversation about how things are going.

 

Training and Development

r  Ensure employee attended a New Employee Orientation session. Request the employee provide feedback on the sessions and share as appropriate.

r  Ask if needed training is completed.

r  Provide information about continued learning opportunities including tuition assistance, the MIT Learning Center, programs offered by Human Resources, and lynda.com.

 

FIRST SIX MONTHS

Outcomes:  Employee has gained momentum in producing deliverables, has begun to take the lead on some initiatives, and has built some relationships with peers as go-to partners. Employee feels confident and is engaged in new role while continuing to learn.

 

Schedule, Job Duties, and Expectations

r  Conduct six-month performance review.

r  Review progress on performance goals and professional development goals.

 

Socialization

r  Create an opportunity for employee to attend or be involved in an activity outside of his/her work area.

r  Invite employee to MIT events (such as the MLK breakfast, commencement or the MIT Excellence Awards celebration), and introduce him/her to others.

r  Arrange for employee to meet with appropriate DLC head either one-on-one or in a small group setting with other new employees.

r  Meet with employee and buddy at the end of their structured buddy-relationship. Discuss how things went and what else would be helpful for the employee.

 

FIRST YEAR [BETWEEN SIX AND TWELVE MONTHS]

Outcomes:  Employee is fully engaged in new role – applies skills and knowledge, makes sound decisions, contributes to team goals, understands how his/her assignments affect others in the organization, and develops effective working relationships. He/she has a strong understanding of MIT’s mission and culture. Employee continues to be engaged in his/her role and has gained greater confidence in position; begins to take on additional assignments and works with some level of autonomy.

 

Schedule, Job Duties, and Expectations

r  Celebrate successes and recognition of employee’s contributions.

r  Continue providing regular informal feedback; provide formal feedback during the annual review process.

r  Have a conversation with employee about his/her experience at MIT to date:

o   Extent to which employee’s expectations of role and MIT align with reality.

o   Extent employee’s skills and knowledge are being utilized and ways to better utilize them; what’s working, what they need more of, etc.

o   Begin discussing the year ahead.

 

Socialization

r  Support and encourage employee participating on either a DLC or Institute committee or cross-functional team.

r  Solicit employee’s feedback and suggestions on ways to improve the onboarding experience. Do this one-on-one or with a small group of new employees.

 

 

Training and Development

r  Discuss employee’s professional development goals and identify relevant learning opportunities.