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Staff Onboarding - New Employees

Required Trainings and Sessions

The Division of Student Affairs believes in the value of providing staff with a similar onboarding experience. The following sessions will be offered on a rolling basis at least bi-annually and all new administrative and AFSCME 3200 staff are required* to attend each course within their first year of employment.

*Exceptions must have planning unit approval

  • Finance training platforms

    • Please check with your supervisor to determine what (if any) finance trainings (Concur, BobcatBuy, etc...) may be required for your position.
    • On your own schedule

  • Performance Management

    • All Division staff are expected to complete the Performance Management Foundations training. Additional trainings may be available (pending interest/offering by UHR) and will be encouraged or required as determined by Division leadership.
    • On your own schedule

  • Meet & Greet with Division Leadership

    • Coffee/tea/water and assorted desserts will be available as we utilize this time to meet new staff/division leadership. After some introductions, Lyn will give a high-level overview of OHIO and more specifically, the Division.

  • Freedom of Expression

    • Learn about OHIO’s laws around Freedom of Expression and the importance of providing a safe space for free expression in all its legal forms. Prior to attending this session, all staff should review the website, policies, and complete the online video series.

  • Bobcats Who Care

    • The primary objectives of the Bobcats Who Care training are to learn basic stats/facts about college student suicide, learn the warning signs of suicide, learn communication skills for responding to people in crisis, practice asking about suicide, and learn where and how to refer.

  • Sense of Belonging Dialogue Session

    • This is a new session developed to engage in dialogue around the role sense of belonging plays in the workplace and how this translates to meeting the needs of today’s students.

  • Green Dot

    • As part of the Division’s commitment to violence prevention, the Division will offer Green Dot trainings as part of the new staff onboarding/training schedule. 

  • Student Affairs Panel – What didn’t we cover?!?

    • New staff will have an opportunity to ask questions, seek answers to any outstanding issues they may have about employment at OHIO, and address general expectations, roles, and responsibilities.

  • THRiVE

    • Learn about the resources available to students for basic needs and well-being and how you can thrive at OHIO as an employee. 

  • We Care: Policy 03.004 Information & Staff Expectations

    • It is critical that staff understand and are aware of Policy 40.001 and Policy 03.004. .
    • On your own schedule 

Onboarding Checklist

All Division staff are asked to utilize the New Hire Checklist to ensure all new staff receive a common divisional onboarding experience.

DOSA Staff Handbook

Employee’s First Day

Supervisors:

  • Review the onboarding checklist and ensure you have the materials outlined below ready for the new employee.
  • Remind all staff that the new staff member starts today and encourage them to be welcoming.
  • Discuss staff expectations for responding to all communication.

Employee:

  • Meet with direct supervisor for new employee welcome.
  • If New Employee Orientation does not occur within 72 hours of start date, visit HR Service Center to complete I-9 and other new hire paperwork.
  • Visit Parking Services to obtain a temporary parking pass and set up a standard parking pass (if needed).
  • Go to Bobcat Depot with supervisor (located on the first floor of Baker Center) to obtain new faculty/staff ID and to address and technical or access issues.
  • With your supervisor, begin welcome introductions with other staff members. Learn about key university partners.
  • Review office space(s) including meeting rooms, kitchen, break room, etc. and protocols for each.
  • .
  • Review protocols for:
  • Review protocols for requesting and getting office supplies with your supervisor.
  • Review dress code, employee handbook, or any applicable work rules.
  • Obtain office keys, confirm swipe access works, and other applicable equipment (laptop, purchasing card, etc.) from your supervisor or departmental administrator.
  • Review current and upcoming projects with your supervisor.

Employee’s First Month

Supervisor:

  • Continue to have regular check-in conversations with the new employee to discuss progress on short-term goals, new ideas, and questions.
  • Give time to discussing department norms and encourage the employee to ask questions.
  • Share new resources/involvement opportunities with employee as they become available.
  • Facilitate initial and ongoing trainings.

Employee:

  • Learn about the history of ºÚÁϳԹÏ, the Division of Student Affairs and your department with your supervisor and on your own.
  • to be added to the departmental website.
  • Review Division leadership team and reporting lines within your department.
  • Review emergency procedures and learn about all shelter in place locations, exit areas, and fire alarm gathering spaces. Discuss how to communicate during an emergency.  Learn of physical and digital location and information in the Business Continuity Plan.
  • Ensure that the required trainings (listed below) are completed.
  • Review closure procedures and expectations for calling off from work.
  • Complete Human Resources online performance management training courses prior to goal setting.
  • Engage in a goal-setting conversation with supervisor.
  • Establish a performance management check-in schedule with supervisor and schedule via outlook calendar.
  • Complete a Professional Development Plan [PDF] with your supervisor.
  • Review the Basic Needs Program initiative and become familiar with the resources available for students.

Employee’s First Two Months
  • Continue to have regular check-in conversations with supervisor to discuss progress on short-term goals, new ideas, and questions.
  • Give time to discussing department norms and ask the supervisor any questions.
  • Complete initial and ongoing trainings. Talk with your supervisor if you are unsure what trainings you still need to complete based on training and professional development.

Employee’s First Semester
  • Confirm that all training requirements have been completed.
  • Discuss ongoing professional development needs and interests.
  • Conduct a mid-year discussion with your supervisor regarding your performance based on your work.
  • Build connections with staff outside of the department and division.
  • Find and complete at least one professional development course / program.

Employee’s First Year
  • Complete a self-evaluation of your work based on your performance management goals. Meet with your supervisor to discuss their evaluation of your performance based on your work and to set action steps for the next year.
  • Give feedback to your supervisor about the onboarding, goal setting, and evaluation process.

Helpful Websites

For questions or concerns, please contact your HR Liaison.