'INITIATING A NEW HIRE' STEPS:

HIRING PROCESS

GOAL: Have all onboarding items complete by the new hire’s first day.

Objective: The hiring manager, business manager and administrative assistant will work together to make sure all processes are initiated, completed, and ready to go for the new hire’s first day, as outlined below.

Offer accepted. Hiring manager alerts business manager to start the hiring process in Workday.

Onboarding Begins:

Business manager (Stephanie):

-------Initiates background check

-------Determines location of employee’s desk

Business manager also alerts:

-Kim Stripling, Administrative Assistant to the General Manager, who

------Sends department head the checklist email. Stays on the department head to respond.

SALES CHECKLIST NEWS CHECKLIST CREATIVE SERVICES CHECKLIST

------Sends filled out checklist to business manager.

------Gets a door card from Cris Wyatt, Chief Engineer, and gives it to business manager.

------Prints out hard copies of benefits and a welcome to KC packet.

------Determines if employee needs business cards

------Alerts IT (Vince) to set up computer, share checklist email of what programs the employee needs, request phone to be set up. Stay in touch with IT.

-Vince Gonzales, Information Technology who

------Alerts Stephanie when the employee has been added to MOKAN

------Provides Stephanie with initial log-in information for the computer

------Provides phone information

EMPLOYEE HIRED

--Hiring Manager provides business manager with start date.

--Hiring Manager sets up meeting time for new employee and business manager on start date.

--Business manager fills out the first day agenda (below) with to whom the employee reports, first day start time, and for whom to ask when the employee arrives on site. Include the employee’s new phone number. Include what time his/her first day ends. Fill in times for meeting w/business manager and tour of station. Business manager fills out log-in information.

--Email the employee the "First Day Agenda" (below) to their personal email one or two days before the first day. (Appendix A)

--Prior to that start date, the following emails are sent to the employee’s FOX4 email:

---------Benefits information

---------Employee Resources web address

---------ATLAS link (Company intranet for employees. It will have links to apps like "Workday" as well as HR information.)

---------Getting started in Work Day

---------Setting up email on mobile phone/tablet

NEW EMPLOYEE’S FIRST DAY:

Goal: Create a “full” workday with onboarding processes in place and ready to present.

Objective: The new hire will follow an agenda for the day covering basics of being “new.”

Business manager notifies the receptionist about the new employee coming in.

Designated person listed on agenda (typically the employee’s direct supervisor) meets the employee in the lobby, takes new employee to his/her desk, and tours station.

At the designated time, the new employee meets with the business manager:

§ Benefits

§ Payroll Calendar

§ Keycard & Photo ID (Please send picture to Kelly Hicks to add to the staff list)

§ Where to find office supplies

§ Welcome to Kansas City

§ SHAREPOINT: ATLAS > News Department or Creative Services

§ FOX4 Employee Resources is located in the news department Sharepoint.

The rest of the first day should be filled with:

Meeting co-workers

Lunch

Time on the computer:

Watch “Welcome Video” and review “HOME” page of Employee Resources website.

Review the “EMPLOYEE RESOURCES” section.

End of day: brief with supervisor, determine Day Two start time.

TRAINING:

Goal: Quickly and efficiently train the new hire on job-related programs/processes so that the new hire will be able to work independently.

Objective: The new hire will discuss programs and processes with a designated person, and will comb over written instructions on the website, to become confident in carrying out his/her expected job role.

DAY TWO FOR NEW HIRE:

Meet with designated person (usually someone in same job role) to go over job responsibilities one-on-one.

Begin learning job-specific systems, with one-on-one guidance. This may include “shadowing.”

After the one-on-one walk through of systems, and/or shadowing, that designated person will show the new hire where to find the information they covered on the Employee Resources website. (It will depend on the employee’s job title.)

Allow the employee time to get acquainted with systems on his/her own, with guidance from the website. Encourage the employee to get familiar with all the sections of the website, especially job-specific details. Be available to answer questions.

Determine Day Three start time.

DAY THREE FOR NEW HIRE:

The new hire meets with a designated person (usually supervisor or someone in same job role) to go over how day two went and answer questions. Designated person gives the new hire a “job” – depending on his/her role – to practice the skills needed for the role. This could be editing video, creating a rundown, writing a script, doing an onset run-through, etc. Designated person checks in with the new hire to see how the “job” is coming and if there are any questions.

DAY FOUR FOR NEW HIRE:

Designated person (usually the new hire’s direct supervisor) gives the new hire a “job” to work on independently, with a deadline. The new hire may refer to the website for assistance or ask questions.

Designated person and new hire will meet at the “deadline” to go over the new hire’s “work.” Together they will determine what day five will look like, based on progress from one-on-one training and the website resource.

DAY FIVE FOR NEW HIRE:

Determine day five based on work done on day four. Ideally, the new hire will work for “real” assisting in a job role. For example, being an “extra” editor, writing stories for a newscast, or shooting VOs.

WEEK TWO:

Goal: New hire is working independently by the end of week two, if not sooner.

Objective: The new hire will demonstrate proficient skills and abilities after feedback on progress.

END OF WEEK TWO:

Business manager requests the new hire complete a “post-hire” survey.

Survey will be used to determine strengths and weaknesses in the hiring/training process.

1ST DAY AGENDA:

STEPHANIE: FILL IN BLANKS AND PRINT FOR NEW EMPLOYEE

Hover over the right hand top corner of the agenda.

A square with an arrow will pop up - click that to make the Agenda full page to download it.

DON'T REQUEST ACCESS TO EDIT!!

Instead, click on "FILE" in the upper left and choose "DOWNLOAD" as the type of file you'd like to use.) (ex. Word doc.)

POST HIRE SURVEY: 2 WEEKS AFTER THE HIRE

Send link in an email to the new hire.

Additional Manager Materials:

DELEGATING EMPLOYEES TO ANOTHER MANAGER: