Human Resources Mission, Vision, and Strategic Goals For You

Onboarding Guide

Before the First Day

New Hire Data Collection

Employee information, such as the I-9 Form Section One, tax withholding forms, direct deposit is collected online. The employee receives a link to the New Hire Wizard shortly after accepting the position, when the recruiter moves them from the recruitment module to the onboarding module in SuccessFactors.

  • If the employee needs their New Hire Wizard email resent, or their New Hire Wizard password reset, send an email to to the attention of CSC Specialists to request the resend/reset.  Please include the employee’s name, email address, and Onboarding Coordinator in the email.

An Onboarding Coordinator is often used as a point person to send a Welcome email to the new hire prior to the first day. Please use the New Hire Email Template for guidance.  The email often contains important links to information, meeting requests, etc. Sometimes, it is the supervisor making contact. Regardless, the new employee should know the following items:

  • Where to go to complete section 2 of their I-9 Form, employee should go to their employment center.
  • What time to arrive their first day and where to park.
  • Where their work area is located and any special access requirements
  • Access to their computer or other work devices (Some areas utilize their IT staff to assist new hires)
  • When they will attend New Employee Orientation , if applicable
Prepare for their First Day
  • Consider creating a training or orientation plan for the new hire. A training plan would outline:
    • Any required training – this could be safety-related mandatory training sessions
    • Time with teammates and specific tasks they will review
    • Time with other areas (when applicable) and specific tasks they will review
    • Time with the supervisor. HR-related items to review:
    • Review job description and/or task list
      • Gather and provide and training materials related to job
      • Work schedule, including any tardiness or absence best practices (time expectations, who to contact when, etc.)
      • How to complete timesheet or use W ebclock, when applicable
      • Pay periods
      • How to request time off, when applicable
      • Benefit enrollment reminder, when applicable
  • Consider regular formal ‘check-in’ times or meetings to answer questions, reviewing training and work progress
  • Announce new employee through appropriate channels. Some areas use an email list when a new employee will be joining the team.
    • Current team members should know when new employee will arrive
      • Acknowledge any workload adjustments – are job tasks being reassigned?
      • Review training plan with staff
Employee’s First Week  
Employee’s First 30 Days
  • Set goals with supervisor; review annual performance appraisal process, when applicable
  • Review pay practices, when needed
  • Review University polices, as needed
  • Update personnel information (addresses, tax information, w-2, etc.) via Employee Self-Service
  • Understand pay calendars and access pay statement
  • Review Managing Your Career to learn more about career paths, fee remission 
  • Attend required training, when applicable
  • Attend check-in meeting with supervisor to receive any additional guidance 
Beyond 30 Days