Department Orientation and Check-ins

After system orientation, your new employee will be ready to get to work! Their first day onsite will set the tone of what they can expect at their new job.

• Meet at an easy-to-find location and welcome your new employee to Fairview!
• Provide a tour of the facility
• Introduce them to their workspace and work equipment
• Give them their Fairview username and password
• Show them the basics –how to use the printer, copier, etc.
• Arrange a parking contract (if applicable)
• Start making necessary introductions
• Make sure they get breaks and lunch –consider having lunch with them!
• Use the Wellbeing Onboarding Checklist to share the wellbeing services and opportunities they have as an employee of Fairview (in the Getting Started section).

Fairview Health Services Department Orientation Checklist

The Fairview Health Services Department Checklist must be completed by managers with their new employees within 30 days of the employee’s start date. This checklist used to:

• Satisfy the regulatory components of the Joint Commission
• Create consistency in department orientations across the system

Find the Fairview Health Services Department Orientation Checklist on the Onboarding New Employees Intranet page.

Meet with your new employee after their first week on the job to check in on their initial experience.

• Have a meaningful conversation about your new employee’s first week.
• Check in on the Fairview Health Services Department Checklist progress
• Set expectations on where to focus their time and energy in the upcoming weeks

1st Week Questions

1. Which team members have you met this week? Have you been introduced to….. ?
2. What have our team members done to make you feel welcome?
3. If you had questions, was someone always available to answer them? Who has helped you the most?
4. What was the best part of your first week? Why did you enjoy that experience?
5. What was the most challenging thing you had to deal with this week? How could we have made that challenge easier to manage?
6. Is there anything that you think we should change to help new staff during their first week on the job here?
7. Is there anything we haven’t explained fully?

The 30 day point is a great time to check in with your new employee to assess their onboarding experience.

Best Practices:

• Maintain regular touch base meetings with your new employee
• Continue to set expectations for where they should focus their time and energy
• Consider what functional and behavioral training your new employee is now ready for
• Use the 30 Day onboarding checklists for suggestions on continued onboarding (The 30 Day checklist is signed to consent to ensure that consistent and complete orientation for new employees is being done. Sign off by the employee in LMS denotes orientation requirements and core competence assessment are complete.)

Source: Advisory Board –HR Advancement Center

30 Day Questions

Baseline Expectations

• Has this job met your expectations? In what ways? Where has it fallen short?
• Do you have the tools and equipment you need to do your job?

Acculturation

• Which coworkers have been especially helpful to you?
• Tell me about some of your successes during your first 30 days

Challenges

• Describe any frustrations you’ve experienced so far.
• Have you done anything to address these frustrations?

Suggested Onboarding Improvements

• In what areas would more training be helpful for you and other new hires?
• If you could change one aspect of your experience in the department, what would it be?
• On which aspects of your job performance would you like more feedback?

Overall Assessment

• Do you have any concerns about your job that I could address?
• What is your favorite part of working in our department?

Source: Advisory Board –HR Advancement Center

At 90 Days, check in with your new employee to provide an informal performance evaluation, discuss their onboarding experience and determine what to focus on going forward.

Check in on performance goals

• What is going well
• What are they struggling with
• What support do they need that they aren’t already getting
• What training opportunities would benefit them

At 90 Days, check in with your new employee to provide an informal performance evaluation, discuss their onboarding experience and determine what to focus on going forward.

• Provide feedback on performance and behaviors
• Positive feedback on what they do well
• Constructive feedback on opportunities for improvement
• Set concrete goals for projects and continued development

90 Day Questions

Baseline Expectations

• Has this job met your expectations? In what ways? Where has it fallen short?
• Do you have the tools and equipment you need to do your job?

Acculturation

• Which coworkers have been especially helpful to you?
• Tell me about some of your successes during your first 90 days

Challenges

• Describe any frustrations you’ve experienced so far.
• Have you done anything to address these frustrations?

Suggested Onboarding Improvements

• In what areas would more training be helpful for you and other new hires?
• If you could change one aspect of your experience in the department, what would it be?
• On which aspects of your job performance would you like more feedback?

Overall Assessment

• Do you have any concerns about your job that I could address?
• What is your favorite part of working in our department?

Source: Advisory Board –HR Advancement Center