Characteristics of A
Successful Orientation Process
Roles and
responsibilities of trainers are clearly defined and a
system for accountability and evaluation is in place to
ensure comprehensive, consistent orientations for new
employees. A checklist may be used to ensure all
information is conveyed at orientation.
The new employee is
made to feel welcome and at home in this new setting.
He/She is given a thorough tour of the center and ample
time is allotted for questions and observation.
The new employee is
not "thrown into a classroom" on one of their
first days. They are given time to familiarize themselves
with the children, basic procedures and routines.
The new employee is
given a job description (If they don’t already have
one) and information on benefits, chain of command, C and
general basic child development.
The new employee is
told specifically whom the contact is for questions
related to various aspects of his/her employment.
All information
covered verbally is also given to the employee in
writing.
Information is broken
down into manageable pieces, with the most crucial being
covered first. Trainers are to look for indicators that a
new employee is feeling overwhelmed.
A system is in place
to evaluate how much the employee has retained and what
areas need to be re-addressed. This is typically done in
a quiz-type format.
State licensing
standards are made available to the employee for
reference.
The employee signs off
on the information covered in the orientation process. He
is also signing that he understands this
information and will be held accountable for following
the policies, procedures, rules and regulations.
The new employee will
meet on a regular basis with supervisory staff to
‘check in’. This forum allows for the employee
to ask questions, state concerns, clarify
responsibilities, etc. Recommended time increments would
be day 1, day 2, day 5, end of week 2, end of week 3, at
6 weeks, then at 3 and 6 months.
The new employee will
be observed within his/her classroom and given specific
feedback on job performance to date. A copy of what the
employee will eventually be evaluated on is to be given
him/her.
Additional training
will be provided as determined necessary.
All training (both
formal and informal) will be documented, in addition to
goals for improvement.
Eventually, all staff
are to be cross-trained, and familiarized with all
aspects of the center.
Instances of
non-compliance will initially be treated as training
issues.
Entire orientation
process is subject for ongoing review, both informally
and in the exit interview process.
