Resource Information for Supervisors & Managers
Strictly Classified
he
t
f
ic o
p
o
T
nth
o
M
An Informational Bulletin Published by the Personnel Commission
Welcoming New Employees
With a new fiscal year beginning, many of you will be hiring new employees. Howard Klein, Assistant Professor of
Management and Human Resources at Ohio State University has compared new employees to immigrants. “They need
to learn the history, rules, people, language and culture, as well as performance expectations.” With this thought in
mind, it is easy to understand how the welcome a new employee receives can shape long-term feelings about the people they meet, their job, and the District.
How We Begin is Important
•
•
•
•
•
•
•
It makes the employee feel welcomed
It kicks off the process of employee orientation
It creates positive first impressions
It is the first step in establishing open communication
It promotes one-on-one interaction and relationships
It helps the employee to adapt faster to the work environment
It sends the signal that we are an employer who is genuinely interested in the success of our employees
Before the First Day
Send a warm and welcoming letter to the new employee which includes information such as:
•
•
•
•
•
•
•
Confirmation of the employee’s start date, work days and hours
Processing papers that can be completed in advance
Directions to the department and a map of the college
Any special information or instructions, i.e. an alternate contact in the event that you will not be available to
personally greet the employee
An introduction to the college/location which briefly identifies its mission, goals, values, and achievements
Introductory information about the department
Parking information
Within the Department
•
•
•
•
•
Announce to your employees that a new employee is coming and what the employee’s job duties will include
Be sure to answer all questions and resolve possible issues before the new employee arrives
Clean and stock the new employee’s workstation with all needed supplies, equipment and resources
Select a staff member to act as a buddy for the first week or two
Clear or at least lighten your calendar to insure that you will personally be available and have adequate time
during the day to cover the “first day” orientation comfortably
MEMBERS OF THE PERSONNEL COMMISSION
Calvin W. Hall, Ed.D., Chair
James A. Srott
David H. Iwata
Karen Martin, Personnel Director
(213) 891-2333
Outside the Department
•
•
•
Arrange for computer access and passwords, keys, identification cards/badges, voice mail, and security clearances
Make an appointment for the new employee to visit the Personnel Office to complete employment processing
details
Schedule the new employee’s attendance at an employee orientation session, if available, or have basic orientation materials available
Upon Arrival
For most people the first day on a new job is something like a first date. Thoughts such as, “Is my outfit right?, “Do I
look ok?”, “Will I like them?” and more importantly “Will they like me?“ result in sweaty hands and butterflies.
Once on the doorstep, the level of anxiety heightens and thoughts turn to “Will I be able to turn on the computer?”, “
Will they think my questions are stupid?, “Will I be eating lunch alone?”, “ How do I dial out?”, and “Why do they
keep joking about my predecessor?” As a supervisor, it is your job to:
•
•
•
•
Clearly define and discuss the duties of the position
Make the new employee feel at ease
Develop positive perceptions about the relationship to come
Instill confidence that the job is doable and a good career move
In other words, make the second day something to look toward with excitement.
Additional Tips
•
Be focused. Don’t make the new employee feel like an intrusion on your day.
•
Make introductions to co-workers promptly. It is important not to have people whispering and pointing
wondering if that’s the new employee. Knowing who people are and how they fit in with the job will help the
new employee understand the job and feel welcomed.
•
Have materials ready. Don’t interrupt the flow of information and training by needing to stop and look for
materials or have copies made. Not having essential materials will create unnecessary anxiety for the new
employee.
•
Seek feedback and make it welcome. As you progress through the first few days ask the new employee if
the pace or way the material is being presented is working for them. If you sense that a task or responsibility
is not being fully understood, find a discrete and supportive way to go back over the material. Some new
employees will readily ask questions while others will fear that any lack of understanding or doubt on their
part will make them appear “inadequate to the task”.
We hope that this information will help you in creating a welcoming and positive first impression for new employees.
If you have any questions, please feel free to contact the Personnel Commission Services Representative for your location or the Personnel Commission Office.
Personnel Commission Service Representatives
Rosie Torres Castro (213) 891-2088 East, Mission, Pierce, Trade-Tech, Valley and District Office
Cara Moyer (213) 891-2136 City, Harbor, Southwest and West
MEMBERS OF THE PERSONNEL COMMISSION
Calvin W. Hall, Ed.D., Chair
James A. Srott
David H. Iwata
Karen Martin, Personnel Director
(213) 891-2333