It’s Time to get Onboard?. Techniques for Onboarding. Shashanta S. James Associate Director, Student Financial Aid Western Michigan University. Longevity within the workforce of Financial Aid Most senior management have between 25-40 years of service.
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It’s Time to get Onboard?
Techniques for Onboarding
Shashanta S. James
Associate Director, Student Financial Aid
Western Michigan University
Longevitywithin the workforce of Financial Aid
Complacency has prevented our offices from maintaining an effective workplace learning and performance environment
In 2010 imagine having 7 staff with an equivalent of 113 years of service
You wake up in June 2012 with 7 staff with a little over 43.5 years of service
Let’s Talk About CHANGE
Are you prepared to conduct the necessary change process to get your office on track for an Onboarding experience
What learning interventions do you facilitate in your office?
Or Make Change Happen
Are you prepared if major change occurred upon your return to the office?
refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.Characteristics used in this process include meetings [formal and non-formal], lectures, videos, printed materials, computer-based orientations, games, and peer mentoring to introduce newcomers to their new jobs and organizations. It is also known as organizational socialization or assimilation
It’s Time to get Onboard?
The Onboarding process is about orienting a new employee which can last up to or beyond a year depending on the new employee’s job and their prior work experience.
The first few weeks establish the foundation for the new employee and the supervisor as well as the office culture
The idea of this session is to educate on the importance of change and present a best practice of an Onboarding experience utilized by the Financial Aid office of WMU
What impact will Onboarding make to your new employees?
Will the information be successfully transferred?
Is there a clear “line of sight” in your process?
This Onboarding Checklist has been created to be successful in most Financial Aid Offices or One Stop [FAO, Bursar, Registrar] cross trained departments
In developing an Onboarding process you also need to be involved with your Human Resources department
Please refer to your Onboarding Checklist resource – page 1
The Supervisor’s Pre-arrival Checklist
This will be an overwhelming experience…be kind.
Refer to pages 2-3
The Employee’s First Week – see pages 4-6
Will I fit in? Is this the right job for me?
The first week is the time to establish the office culture, to communicate your expectations of the employee and begin the relationship between employee and supervisor
The Employee’s Third Week 3 – see pages 9-10
Depending on the functions of your office and set-up the learning interventions may begin to differ from WMU’s process
Refer to pages 11-12
Know your institution’s policy
2, 4, and 6 months
YEAR-ROUND EDUCATIONAL REVIEWS
This is a separate learning process from the Onboarding Activities
Refresher on procedures/processes
New system updates
Customer Service trainings
Cross-training for staff
Staff is your greatest asset
Staff has KSA’s to perform their job
Staff empowered to do job
Helps office to do more with less
Diminished Compliance issues
Increased professional development and growth
Customer Service Suffers
As this session was delivered as a best practice workshop, it is safe to utilize the C.A.S.E. Method Process when producing this information to your staff.
It is okay to Copy And Steal Everything
Borrowed from Bill Quiseng