# New Employee Onboarding Checklist Welcome to the team! This checklist guides managers, HR, and new hires through a smooth, structured onboarding experience. Complete each item before the indicated deadline to ensure the employee is set up for success and compliance. --- ## 1️⃣ Pre‑Start Preparation (1–2 weeks before start date) - [ ] Send a personalized welcome email with start‑date, time, location, and agenda. > 💡 Include a photo of the workspace and a link to the employee handbook. - [ ] Prepare and ship the new hire’s hardware (laptop, monitor, peripherals) with pre‑installed software and security tools. - [ ] Create email, network, and VPN accounts; add the employee to relevant distribution lists and Teams/Slack channels. - [ ] Order and set up a company badge, building access card, and parking permit (if applicable). - [ ] Schedule the first week’s meetings: manager check‑in, team introductions, HR orientation, IT walkthrough. - [ ] Complete background check, drug screen, and any required compliance certifications; upload results to the HRIS. - [ ] Set up payroll, benefits enrollment, and direct‑deposit information in the payroll system. - [ ] Prepare the workstation: ergonomic chair, monitor stand, phone, and welcome kit (notebook, pens, swag). - [ ] Draft a 30‑60‑90 day goal outline and share it with the manager for review. --- ## 2️⃣ Day 1 – First Impressions - [ ] Greet the employee at reception; provide badge, parking pass, and welcome kit. - [ ] Conduct a brief office tour (restrooms, kitchen, emergency exits, conference rooms). - [ ] Introduce the employee to the manager, mentor/buddy, and immediate team members. - [ ] Complete HR orientation: review company culture, policies, code of conduct, and safety procedures. - [ ] Verify completion of required paperwork (I‑9, tax forms, confidentiality agreements) in the HR portal. - [ ] Set up the computer: log in, configure email signature, install required apps, and test VPN access. - [ ] Review IT security policies; enroll in multi‑factor authentication and password manager. - [ ] Schedule the first 1‑on‑1 with the manager to discuss role expectations and the 30‑60‑90 plan. - [ ] Provide a list of key internal resources (intranet, knowledge base, HR portal). --- ## 3️⃣ Week 1 – Foundations - [ ] Complete mandatory compliance training (e.g., harassment, data privacy, cybersecurity). - [ ] Attend department overview meeting to understand team goals, processes, and metrics. - [ ] Shadow a peer or mentor on core tasks for at least 2 hours. - [ ] Set up calendar with recurring meetings: weekly team stand‑up, manager check‑in, and any project syncs. - [ ] Review and organize the employee’s inbox and file storage according to the company’s naming conventions. - [ ] Confirm access to all required tools (CRM, project management, analytics platforms). - [ ] Submit any outstanding HR documents (benefits enrollment, emergency contacts). - [ ] Schedule a lunch or informal coffee with the buddy to build rapport. - [ ] Gather feedback on first‑day experience via a short survey or informal chat. --- ## 4️⃣ Month 1 – Integration & Early Performance - [ ] Hold a 30‑day review meeting with the manager to discuss progress, challenges, and adjustments to goals. - [ ] Assign a small, measurable project or deliverable that aligns with the 30‑60‑90 plan. - [ ] Complete any role‑specific certifications or training modules. - [ ] Attend at least one cross‑functional meeting to understand broader business processes. - [ ] Update the employee’s profile in the org chart and internal directories. - [ ] Review and finalize benefits selections; confirm enrollment in health, dental, vision, and retirement plans. - [ ] Ensure payroll and tax information are correctly reflected in the first paycheck. - [ ] Collect feedback on onboarding experience and identify any gaps for improvement. --- ## 5️⃣ Month 2–3 – Development & Autonomy - [ ] Conduct a 60‑day performance check‑in; adjust goals and identify development opportunities. - [ ] Assign the employee to lead a minor initiative or present a brief status update to the team. - [ ] Enroll in a professional development course or internal training relevant to the role. - [ ] Review and update the employee’s personal development plan (PDP) with the manager. - [ ] Verify continued compliance with security policies (e.g., password rotation, device encryption). - [ ] Encourage participation in employee resource groups (ERGs) or mentorship programs. - [ ] Celebrate the employee’s milestones (e.g., completion of first project) with a team shout‑out or small reward. --- ## 6️⃣ Ongoing – Continuous Engagement - [ ] Schedule quarterly performance reviews and career‑growth discussions. - [ ] Encourage the employee to contribute to knowledge‑sharing platforms (wiki, lunch‑and‑learn). - [ ] Monitor workload and work‑life balance; adjust responsibilities as needed. - [ ] Keep the employee’s training records up to date in the LMS. - [ ] Review and renew any expiring certifications or compliance requirements annually. - [ ] Solicit regular feedback on team dynamics and process improvements. --- ## How to use this checklist 1. **Assign Ownership** – Designate a primary owner (HR, manager, or onboarding buddy) for each phase. 2. **Set Deadlines** – Use the due dates in your project management tool (e.g., Asana, Trello) to trigger reminders. 3. **Track Progress** – Check off items in real time; keep the checklist in a shared folder (Google Drive, SharePoint). 4. **Gather Feedback** – After each phase, ask the new hire for input and update the checklist for future hires. 5. **Archive** – Once onboarding is complete, archive the completed checklist in the employee’s HR file for compliance audits. By following this structured process, you’ll ensure a consistent, welcoming, and productive onboarding experience for every new team member. 🚀