Pre-Arrival

ACC Logistics

• Review the Business Services Employee Resources site to prepare your new employee’s workspace (have their desk and chair available, stock supplies, computer, phone, P-Card, etc.)

• Request business cards/name plate through the Procure to Pay (P2P) department so they can be ready when the employee arrives

• New positions - you can submit an IT Hardware Request Form to request new technology

Set up Supports (recommended)

• Communicate expectations in regards to your new employee's specific work situation. We want them to feel connected and supported by the College, especially while working remotely

• Send an email to current team members introducing the new employee and provide a brief overview of the work they will do

• Plan your new employee's first week and share an overview on their first or second day

• Schedule time with new employee (1-on-1) on their second day and throughout the first two weeks

• Assign a mentor (co-worker, lead co-worker) and meet with that person to discuss roles and expectations

First Day Reporting To Work

As a reminder, new or newly benefits eligible employees will participate in New Employee Orientation facilitated by HR Employment on their first day. In this instance, a new employee's first day reporting to work will be their second day.

Introductions

• Introduce to co-workers/team members

• Review job description, responsibilities, performance expectations, etc.

• “Touch base” meeting (end of day to answer questions, review important information, discuss office culture, provide encouragement, reinforce positive expectations, etc.)

Account Set Up

• Your new employee will need to set up access to ACC Accounts, such as their eID, email, and potentially request Colleague access

• Create email signature, download ACC desktop wallpapers and many other Marketing Resources that align with district brand guidelines

• Complete Voicemail Account set up

• Direct Deposit information is to be entered into Self Services

• New supervisors may need to request access to the PA system from HR Employment and make supervisor changes in eTime

Facilities Tour

• Review the important locations at the employee's home campus such as: restrooms, break/lunch, copier, emergency exits, mail room, supply room, conference rooms, recycling, related/adjacent departments/offices

First Two Weeks

• We strongly suggest that employees complete all online Mandatory and Compliance Training within their first week but no later than 30 days of employment. All training can be found within the Workday Learning module.

  • Tapestry | ADA Awareness

  • Groundswell | Harassment & Discrimination Prevention

  • Meridians | Title IX and Sexual Misconduct Training

  • Cybersecurity Awareness Training

  • Sustainable ACC Orientation Video (recommended, not required)

• New supervisors may also complete additional online training that values the work that all supervisors do every day to serve our dynamic and diverse community of employees and students

• Assign your new employee meaningful work that showcases the significance of their role; you can even make the connection between the work and ACC's Values for them

• Provide regular feedback, resources, and training as necessary to assist employee with development

• Review departmental work practices, procedures, protocols, etc. to ensure employee is well informed

• If assigning a mentor, you'll want to attend an introductory meeting so the employee and mentor understand their roles

Employee engagement

Establishing a positive work environment for your new employee takes your entire team. For those employees whose positions are virtual or hybrid, it become even more critical that new employees be able to build strong connections with coworkers. Below are a few suggestions for team and community building for your new employee:

• Create a recurring staff meeting to get to know each other with a fun or unique ice breaker. Include a 'whip around' for each team member to discuss what they are working on so that the new employee will better understand everyone's role on the team

• Encourage your new employee to schedule quick meetings with fellow colleagues and individuals in departments that you work closely with to better understand how their work and the new employee's will come together

• Include new employees on established 'chat' platforms such as Google Hangouts or Cisco Jabber

• Create a welcome card that can be signed by the team so new employees have positive and warm messages on their desk or in their email inbox (Kudoboard and Padlet are also great platforms for virtual cards)

First SIX Months

• Review and monitor progress toward initial goals, set new goals and celebrate accomplishments along the way

• Provide regular feedback, expectation reminders, and training as necessary to assist employee with development-- leverage the wide array of online training available through Workday Learning

• Integrate time to become familiar with key ACC initiatives and policies such as the Strategic Plan, Shared Governance, and the Employee Handbook

• Continue to provide meaningful work

• Introduce/encourage participation in ACC wellness challenges/classes

• Meet with the assigned mentor to receive feedback

• Meet with employee to discuss experiences and how they align with expectations

• Schedule time for the employee to attend their respective employee association meeting.

Initial Period of Employment

As a reminder, new employees adhere to a 180-day Initial Period of Employment in which they are at-will. During this time, employees may feel anxious if there is uncertainty. We advise regular check ins with your employee to provide a level of additional support and resources (if necessary). Scheduling time to provide feedback, both what is going well and what is an area of focus, provides clarity and gives direction.

75% of respondents, in a recent Gallup survey believe feedback is valuable.

New employees should be counseled prior to the end of their initial period of employment (at least 60 days before) as to whether they are meeting performance expectations. Once an employee reaches the end of their Initial Period of Employment, they will no longer be in an at-will status.

Any performance issues (after that point) will need to handled through the ACC Progressive Discipline process.

The average Progressive Discipline case is 6 months.

Managers can consult the HR Performance Management for Non-Faculty Positions website to access various forms and templates, as well as the Performance Management Manual.

ACC's Employee Relations Officer can provide guidance or support for any performance based concerns.