The final formal onboarding phase, “first year,” refers to the time between the new employee’s first 3 months and the end of the first year of employment. We often forget to extend formal onboarding activities into this period, but for the employee, the feeling of newness and the accompanying learning curve linger. Continued support during this time can increase an employee’s contribution to the OKDHS and CSS mission, and help speed employees to full productivity.
Provide training to build competencies and fill any skill gaps
Training courses can give new employees the basics, but it’s up to the supervisor to guide them to other opportunities where they can gain additional skills related to their work. The final 9 months of an employee’s first year is also a good time to complete additional online training courses found on the DHS Learning Management System (LMS):
- The Performance Management Process (PMP) – within the first 6 months;
- Preventing Discrimination and Harassment for Employees – within the first 12 months;
- The Employee Grievance Process – within the first 12 months;
- Corrective Discipline – within the first 12 months;
- DHS Mediation – within the first 12 months;
- The Family and Medical Leave Act (FMLA) – within the first 12 months; and
- Other online trainings specific to the new employee’s position.
The CSS Center for Professional Development helps supervisors to fill their employee’s training needs. Keep track of Learning Opportunities and Upcoming Events on CSQuest. The most recent update of the Individual Learning Plan (ILP) can also be found at the end of the Learning Opportunities article.
Supervisors should focus on 2 phases related to career development after the employee’s first 6 months.
- “So You Want to be a Supervisor?” (DHS Pub. No. 07-06, issued 03/2007) forms the basis of the first phase. Certainly, a new employee will need more experience before becoming a supervisor, but it is never too early to begin developing the necessary behaviors and skills:
- The second phase is when the supervisor closes out the first year’s Performance Management Process (HCM-111) and opens a new one. Besides reviewing the accountabilities and behaviors, talk about the strengths you see. This is also a good opportunity to ask the employee what they see as their strengths. By this time, the supervisor and employee should be able to have an honest conversation, so cooperatively determine a plan for the next year to help the employee reach his or her goals while meeting team goals. This is also the perfect time to update the employee’s Individual Learning Plan which should complement the HCM-111. And, supervisors should ask new employees the 5 Questions Supervisors Must Ask after 30, 60, 90, 180 and 365 days on the job.
Recognize the employee’s first anniversary
Taking the time to publicly recognize service anniversaries – not just the 5-year milestones – is an easy way to show that you appreciate the work employees do, and that you value them as individuals. If the anniversary falls on a weekend or holiday, or if you’re going to be away from the office, recognize it on the last working day prior to the anniversary. Recognition doesn’t get better with age.