NEW EMPLOYEE ORIENTATION
CHECK LIST FORM
New Employees & Employees Changing Campus Location
NAME OF EMPLOYEE: I
NAME OF MANAGER/SUPERVISOR PROVIDING ORIENTATION:
START DATE
(2011-02-14)
YR
M
D
Preparation for First Day of Employment
Call the new employee to confirm start date, time, location and who to meet upon arrival at the campus.
Contact the Campus Manager to confirm office space needed and obtain telephone number, password.
Contact IT Services to obtain user name and temporary password so that the new employee has access to their
computer on day one.
Confirm with Campus Manager or Administrative Assistant and IT services that the work space is prepared.
Enlist a “buddy” to support the new employee through their first few weeks.
Determine who will provide needed training, if any, and familiarization with work and processes, assignments or
projects.
Office for the new employee with all needed equipment, including computer, phone with phone number and
password, supplies, phone book, Novell and GroupWise access passwords, business cards.
The New Employee’s First Day at Work
Greet new employee at the beginning of the first day.
Introduce the employee to other department employees and to their “buddy”.
Take the new employee to their office/work area (with “buddy”) and explain to the new employee that the “buddy”
will assist them by reviewing their work area, specific computer programs/files they need to access, the “how-to’s”
of the phone, email, etc.
Ensure that the “buddy” escorts the employee to the parking areas, kitchen, cafeteria, washrooms, emergency
exits, fire extinguishers, copy/fax machine.
Arrange to have coffee or lunch with the new employee, their “buddy” and as many other members of the
department team who are available.
Check in with the new employee at the end of the day and answer questions that may have come up.
Encourage and motivate the new employee to take responsibility for the success of their orientation.
The Employee’s First Week at Work
Set a time that morning that you will meet with the employee to review the department’s organization, goals and
operational activities, review the employee’s job descriptions, discuss expectations and available support, and
provide Health & Safety orientation.
Provide an in-depth review of the departmental goals and how the new employee’s position fits in with and
contributes to meeting those goals.
Discuss communication expectations, probationary period, performance expectations and evaluation processes.
Establish performance goals and schedule a date for the first performance review meeting (in accordance with
length of probation period).
Discuss timesheets, travel reimbursement, credit card, and phone, if applicable.
Set up Health and Safety Briefing with Safety Coordinator, and obtain sign off.
Describe the importance of college policies to the new employee. Show the new employee where the college
policies are listed and describe on the website. Ask the new employee to read through the policies and become
familiar with them.
Check in daily, if possible, with new employee to ask how they are doing and if they have any questions or needs.
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NEW EMPLOYEE ORIENTATION CHECK LIST FORM
Page 2 of 2
Chair Only – In Addition to the Above
Introduce the new employee to the Dean.
Explain how the instructor’s work fits in with School programs.
Give a brief overview of some of the Instructor’s responsibilities including course outlines, office hours, and any
college policies the new Instructor must be aware of right from the start.
Coordinate with the Vice President Academic and Student Development’s Office sessions with tentative topics
including:
 Our expectations for excellence
 Support available to instructors
 Code of Ethics
 Paperwork 101 (Grades, A&S policies, course outlines, etc)
The Employee’s First Month at Work
Meet regularly to answer questions and confirm that the new employee is becoming acclimated to the department
and position responsibilities.
Discuss work goals and performance expectations for longer term – e.g. one-year time frame.
Discuss training and other supports that may be required.
Conduct an interim performance review during the new employee’s probationary period and two weeks prior to the
end of the probationary period.
 
When complete – Please return this Check List to Human Resources for the Employee’s file.
NOTE: Can be attached to the Probation Assessment Form
Check list sent to HR.
YR
Employee’s Initials
11 03 02 / AG:lp:kk
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Manager / Supervisor Initials
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