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Supervisor's Onboarding Resources

Welcoming your new employee to LC State!

The following is to help you set up your new employee for success during their first few months at LC State.

  1. Follow the step-by-step onboarding process and forms.
  2. Be sure to be present for your new team member's first day and notify other employees in the department of the new team member.
  3. Organize and prepare the workspace before the employee arrives:
    • Prepare workspace, provide basic office/desk supplies
    • Order name plate for desk or door, business cards, and magnetic Warrior name tag
    • Order keys/Salto to cabinets, office, and/or building
  4. Be sure they have computer access and arrange for the set-up, installation, and configuration of:
    • Phone
    • Computer/printer/scanner/copier
  5. Send the employee an email welcoming them and attach their job description.
  6. Put together a schedule of the new employee's first day.  As much as you want to just jump in and train all of the aspects of their job, give them the first day to get to know the campus, key employees they will work with, where the restrooms are, etc.  Here are some ideas:
    • Start the first day with a staff meeting to introduce other employees in the department
    • Provide a campus tour and introduce your new team member to key personnel they will be frequently working with.
    • Make sure the new employee's keys and Salto are working for each building/office they will need access to.
    • Help the new employee login to their Umbraco account to create their employee profile.
    • Help the new employee order a parking permit if they are going to need one.  Contact Public Safety if they need a temporary pass for their first day.
  7. Prepare a Training Plan for the new employee:
    • Prioritize tasks for them to do over their first week or two.
    • Identify what training is needed and provide a schedule and timeline for completion.
    • Provide reference materials such as important websites, Policy & Procedure manuals, PDT Training.
  8. Moving Expenses
    • If moving expenses were offered to the new employee, please review the moving expense policy.  If you have any questions, contact the Budget Office.

  1. Make sure the new employee knows where to park, where the office is, and who will be meeting them to start their day.
  2. Human Resource Services will send a welcome email to the new employee, please encourage them to RSVP to their benefits orientation and have them watch for an email to attend the New Warrior Experience (held every quarter).
  3. Make sure the employee received and signed their Employment Contract or Letter.
  4. Follow the schedule that you have put together for their first day.  Don't forget to give the new team member a copy of the schedule.
  5. Show the employee where to view their timesheet, pay dates, holiday schedule, LC State policies and procedures, etc.
  6. Review the Organizational Chart with the employee.
  7. Make sure the employee completes their Vector mandatory training within the first 30 days.
  8. Begin reviewing job description, performance standards and expectations.

  1. Schedule a 1 on 1 meeting with your new team member to see how everything is going.  Here's some ideas of topics to cover:
    • Review progress of mandatory trainings.
    • Encourage your new team member to feel comfortable asking questions and be sure to listen and address said concerns.
    • Confirm that they have been contacted by HRS to sign up for benefits.
    • Ask if the employee is in need of any clarification or support in their position.
  2. Start working to get to know your team member.  Here are a few examples:
    • What knowledge are you wanting to gain?
    • What can we help you do to achieve your goals?
    • What energizes you at work?

  1. Schedule a regular 1 on 1 meeting with your new team member to allow them to ask questions and begin fostering engagement.
  2. Discuss progress, performance, and acknowledge contributions and success.
    • Be sure to reward what they're doing well, not just bring up what they may be doing wrong.
    • Be willing to provide resources for areas presenting challenges.
  3. Discuss expectations and start to set some short- and long-term goals to begin allowing them to feel as if they are beginning to contribute to your team.
  4. Check in on their onboarding experience.
    • Ensure all initial onboarding tasks are completed.
    • Ask about what is going well and if they need any other support/training.
    • Encourage them to get out into campus and create connections (encourage PDT trainings, PSO/CSO/Faculty Senate, volunteer opportunities, etc)
  5. Keep notes on performance.
    • The State of Idaho requires all Classified staff to complete a probationary period of 1,040 hours.  If you have concerns about performance, and are planning on expanding their probationary period, please contact HRS to discuss prior to the 1,040 hours being completed.
    • Document positive performance for probationary period review and their annual performance review.