$12.31/hr x 10 hrs/week x 52 weeks = $25,545.20/year Equipment (1) Digital Video Camera - $1,000 (1) FireWire/Digital Video Accessories - $85 (1)Tripod - $35 (6) Webcams - $300 (7) Microphones - $175 (1) Digital Signage - $1,500 (1) Projector - $1,000 (1) Laptop - $1,000 (1) Printer - $200 (1) Scanner - $200 (1)Shredder - $100 (1) Filing Cabinet -

1. Regional Onboarding
Executive Summary:
Registration 8:15am - 8:30am
Introduction / Governor Video
8:30am - 8:45am
Employee Data 8:45am -
10:00am
Benefits Overview 9:30am -
10:30am
Benefits Demonstration
10:30am - 10:45am
Employee Handbook 10:45am -
11:00am
IGC / Statehouse Tour
11:00am - 12:00pm
Online Training Overview
1:00pm - 1:10pm
Lunch 12:00 - 1:00pm
Performance Management 1:10
- 1:40
PERF 1:40pm - 1:55pm
HoosierSTART 1:55pm -
2:10pm
IGC Safety/Facilities Mgmt
2:10pm - 2:25pm
INShape Indiana 2:25pm -
2:40pm
Break 2:40 - 3:00
Sexual Harassment Prevention
3:00 - 4:30pm
Training Evaluations

2. In alignment with the Indiana State Personnel Department’s mission, SPD Training Division answers the
need for a uniform new hire orientation process. Opportunity for greater efficiencies and effectiveness
warrant the need for regional locations across the State.
Onboarding Overview
New Hire Orientation is branded as ‘Onboarding’.
The frequency for the Onboarding process is weekly.
Since June 9th 2008, nearly two hundred employees have gone through the Onboarding experience.
A variety of speakers and content introduce newly hired employees to Indiana’s high
performance culture.
All employees participating in the Onboarding experience must physically be located in
the Indiana Government Center (Indianapolis).
This forces lengthy travels on those whose work assignment does not otherwise include
Indianapolis.
Onboarding participants use the Offer Letter, as parking credentials into to the State
owned Parking Garages.
New hired employees benefit from a live demonstration on the self-service enrollment
process.
A tour of the IGC facilitates and the Indiana State House is provided. Participants are
engaged in the rich history of Indiana, as well as functional on the whereabouts of
downtown Indianapolis.
Introduction Employment Data Benefits
2.036842105 1.836842105 1.826315789
Online Training Performance
PERF
Overview Management
1.915789474 1.621052632 1.768421053
Employee
IGC Tour Statehouse Tour
Handbook
1.978947368 1.805263158 1.694736842

3. Hoosier START IGC Safety INShape Indiana
1.763157895 2.026315789 2.110526316
The effectiveness of the Onboarding process is measured via feedback of the
participants.
Participants complete the evaluation at the end of the Onboarding day. 1 – Best 5 –
Worst
Onboarding Participant Feedback
Great Orientation/Class
I'm excited to be part of the State
Would be wonderful to have ice water for the afternoon session.
John was an excellent orientation trainer.
John was a very good presenter/facilitator
don't turn off the lights after lunch.
Very Informative Information Thanks!
Room was nice
Room was too cold.
Should probably ask that people turn off cell phones and ask that people not take phone calls during
presentations. Room was too cold as well. There are more women than me.
The room is cold.
Shorter Orientation (too long)
Very cold in room. Long day should tell new hires to bring jackets and wear comfortable shoes.
Room is too cold.
In the employment letter (which is sent in the mail), on the list of documents to bring the 'first day',
including a blank check would be helpful.
I felt this training was more thorough and helpful than the previous training I went a few years ago.
Need more time to review benefits and retirement information
The employee benefits section was completely confusing. That was no help.

4. I think the Governor's Welcome video should be updated. I think it was done in 2006 :)
Overall, very good. A lot of info to digest on the first day though.
It would have been helpful to have the instructions when they were explaining how to enroll for
benefits online. I would have liked to learn more about employee policies. Staff was very friendly.
State House tour was great!
Analysis
The opportunity to better the Onboarding experience has a significant impact on the performance
and culture of the State. Industry has considered Onboarding to be one of the primary drivers in
employee job satisfaction, and maintaining low turn-over rates. The fiscal impact of stream-lining
process is apparent.
Funding Opportunity
Indiana prides itself in bringing ‘green’ innovations into Government. The Greening Government
Incentive Program is available to State Agencies who need funding for environmentally sustainable
programs.
Utilization of Existing Resources
The Indiana State Library has offered to be a resource to the State Personnel Department. The
ISL staff offer the use of multimedia equipment, and necessary software licensing.
The ISL requests John F. Schaefer (SPD, Training) to be the Pilot on the Adobe Connect software.
Teleconference ready facilities are located in each geographic region targeted by the Regional
Onboarding Plan.
Benefiting from Experience
Training evaluations, participant/speaker feedback, and interviews provide insight on the Onboarding
program’s success.
Industry Research
Secondary research data suggests the Public Sector (on the whole) to be underperforming vs. ‘Best
in Class’ private industry performers.
ELM participation during the Onboarding day has yielded positive results. Participants appreciate the
time alone, and increase the level of engagement.
Federal Legislation and programs create opportunities in work-flow process. Electronic signatures, E-
Verify, and I-9 Electronic Archiving allow for flexibility in process.
Assessment: Onboarding

5. Strengths Weaknesses

6. Subject Matter Experts (SME) excel in providing
Driven by paper-demanding process structure.
personalized attention.
Infrequent breaks from content-heavy
Variety of speakers aids in maintaining learner focus.
lectures challenges learner retention.
Introduces new hires to several Point of Contacts Employees credential/access need not
within SPD. satisfied.
Employee concerns/inquiries fielded immediately; to the
Requires commute to IGC (Indianapolis)
benefit of all participants present.
Betterments in Staffing functions Incentives Agency Lack of effectively conveyed Learner
centralization Objectives
Satisfies the Sexual Harassment Training requirement Single process point for obtaining feedback &
of New Hires. the timing discourages optimal participation
Simplifies Benefit Options increasing Employee Need for Employee's copies of completed
utilization of offered services. documentation unaddressed.
Inability to immediately mimic
Strong EQ interaction during Employee Handbook & Our
process/activities illustrated & demonstrated
Culture presentations
during Onboarding.
Domino Effect' as Presenters run-over
Enables New Hires to enroll directly in Self-Service
allotted time threatening consistency of
Benefit Enrollment.
content provided.
Facilities Tour & Safety overview optimizes employee's Redundancies and unnecessary workflow
experience & readiness. process.
Performance Management techniques adoption Disruptions & Bottlenecks in IGC Parking
increased with informed employees Facilities
Standardization of Employment Compliance & Negative trending in successful enrollment &
Verification. completion of online training modules.
SPD accountable for ensuring new hires 'start off on
Lack of S.M.A.R.T. metrics.
the right foot'
Lectures, Interactions, and Literature provided to Sexual Harassment Training scheduling
educate & enable new hires. presents barriers in learning.
Demonstration based Tutorials provide reinforcement & Employee need for Organizational Chart
encourage adoption. unaddressed.
Assessment: Onboarding

7. Opportunities Threats
Availability of State Office(s) located outside of
Peoplesoft work-flow errors and bottlenecks
Indianapolis.
Federal Regulation introduced to encourage Risks of information being compromised increases as
electronic process of I-9 Employment Verification. more parties are directly involved.
Greening Government Incentive Program provides Lack of participation and ownership at Agency level
resources to implement Environmentally conscious to ensure Performance Management/Onboarding
efforts. success.
Effectively utilizing Adobe Connect to better Upcoming election cycle potent ional to yield
address Learner needs. legislation in Employment Law.
Introduction of "30 days out" evaluation/feedback Continued drain on SPD Training Resources to assist
process. in IRUA/Ethics modules.
Implementing Pre-Test Learner evaluations create Onboarding participants discouraged to engage in
S.M.A.R.T. benchmarks. questions with aggressive scheduling/time constraint.
Earned Value savings in utilization of existing state- Retention likely decreases as the amount of content
owned Technology Infrastructure conveyed increases.
Design process improvements to tackle ‘ease-of-
Reliance on Stakeholder approval, support, &
application'/user-friendliness' issues frequently
effective implementation.
cited.
Introduce Learner Objectives & Retention New Hires outside of Indianapolis further burdened
reinforcement methods. by financial strain of rising fuel costs.
An employee unequipped with I-9 identifications on
Identified Key Performance Indicators (KPI)s
the day of Onboarding threatens
pending adoption-review.
standardization/legal compliance.
Exhausted SPD Training Resources from addressing
Primary data provided by feedback provided by
2009 Open Enrollment & Onboarding content
Employees in current Onboarding process utilization.
updates.
Demonstration Exercises provide retention
Employee frustrations from 'signing-in' to parking
reinforcement & encourages successful user
facilities & uncertainty on obtaining credentials.
adoption.
Flexibility to introduce Employment Research aimed
Contradictions between Onboarding Presenters &
to encourage innovation & diversity in the dynamic
Agency specific contacts.
workforce.
Assessment of Effectiveness model presents Lack of cohesion between Agency and New Hire on
accountability structure in learning. the logistics of 'Week One'

8. Training Division fills Vacant position tasked with Comments/Criticisms presented by Presenter(s)
Onboarding challenges. potential damaging our Culture.
Encourage non-centralized Agency leadership to Spikes in hiring strains Onboarding resources
attend an Onboarding session. jeopardizing effectiveness.
Ability to input XML Data into Peoplesoft allows Technology reliance sensitive to unforeseen maintain/
integration in GMIS infrastructure. upgrade costs.
Budget Analysis
Current Process Expense Recommended Expense
Paper (Given to New
Paper (Given to New Hire) $5,446.64 Hire) $37.97
Paper (Used in Work
Paper (Used in Work Flow) $144.60 Flow) $7.59
Folder / Toner /
Folder / Toner /Supplies $5,542.89 Supplies $800.00
(7593) DVD-R Discs $6,074.40
Annual Process Cost $11,134.13 Projected Annual Cost $6,919.96
All State Employees $49,856.51 All State Employees $30, 986.00
Earned Value
$4,214.17/yr
$18,870.51/total
Cost based of YR2007 Recruiting Statistics, 7593 new hires in the calendar year.
34,000 employees used to represent the ‘total’ of all State Employees.
Implementation Cost – Single expense; necessary tools procurement
Slated Expenditures
(1) Adobe Acrobat Connect Professional software $38,280.00
Adobe Connect (4) Seminar Rooms software $200.00
Adobe Presenter software $400.00
(7) Microphones $175.00

9. (6) Webcams $300.00
(1)Tripod $35.00
(1) Digital Video Camera $1,000.00
(1) FireWire/Digital Video Accessories $85.00
Implementation Cost $40,275.00
Recommended Expenditures
(1) Adobe Acrobat Connect Professional software $0.00
Adobe Connect (4) Seminar Room $0.00
Adobe Presenter software $0.00
(7) Microphones $0.00
(6) Webcams $0.00
(1)Tripod $0.00
(1) Digital Video Camera $0.00
(1) FireWire/Digital Video Accessories $85.00
(5) NitroPDF Software $320.00
(1) Xerox Disc Duplicator D103LS $760.00
(1)Xerox DocuMate 510 $329.99
Implementation Cost $2,254.99
$1,000.00 Greening Govt. Incentive
Adjusted Cost to Implement $1,254.99
Earned Value on
Implementation

10. $39,020.01
The Indiana State Library partnership, as well as the Greening Government incentive program creates real
measurable results.
Labor projections based on the Employee Data Team Salary average. ($24,000)
Staffing Need
Salary Total Labor
Position Hours/Week Wage
Expense Expense
4 10 $12.31 $492.40 $589.85
Annual Labor
$30,671.99
Expense
Expenditures other than salary utilize the Indiana State Budget Agency formula for
assessing position costs. (19.79%).
Total Project Cost = Implementation Cost + Cost of Process (1 YR) + Labor Cost
Total Annual Expense Current Process Total
$41,806.12 $82,081.12
(current) Project Expense
VS.
Proposed Annual
$37,591.95 Total Project Expense $38,846.94
Expense
Regional Onboarding
State-owned Facilities utilized in hosting Regional Onboarding. Participants located one
of five applicable Onboarding ready accommodations. Onboarding participants once
forced to commute to Indianapolis can now actively participate from any region. Adobe
Connect software will be used to design and facilitate the Regional Onboarding
‘TelePresence’ experience.
Technology based advancements allow participants to experience and retain content as if they sat in the
same room. Scheduling changes based on feedback and traditionally accepted learning theories.
The addition of an additional ½ day of Onboarding is recommended.
Day I

11. Item Time
Registration 8:15am - 8:30am
Welcome/Video 8:30 - 8:45am
Employment Data 8:45 - 9:30am
Employee Handbook Overview 9:37am - 10:00am
INShape Indiana 10:00 - 10:15am
State Employee Contribution Campaign (SECC) 10:15am - 10:30am
PERF 10:40am-11:00am
IGC / Statehouse Tour* 11:00am - 12:00pm
Lunch 12:00pm - 1:00pm
Questions/Feedback 1:00pm - 1:10pm
Employment Culture Performance Mgmt. 1:10pm - 1:53pm
HoosierSTART 2:00pm - 2:30pm
Information Resources User Agreement (IRUA)
module
Internet Safety 2:30 - 3:00pm
Benefits Overview 3:10pm - 4:10pm
Training Evaluations/Feedback 4:10pm - 4:30pm
Revised Onboarding Schedule
Day II
Item Time
Registration 8:00am - 8:15am
Questions/Feedback 8:15am - 8:30am
Benefits Enrollment Demonstration 8:30am - 9:00am

12. Self Service Benefits Enrollment 9:00am - 10:00am
Credential/Access Badges* 10:00am - 11:00am
Preventing Sexual Harassment 11:00am - 12:00pm
. *Indianapolis participants only. hose who participate in a regional facility will engage in Agency and/or Geographic items
Regional Onboarding – Resources
Staffing
The Regional Onboarding facilities will be reliant on a Staff position.
This individual will act as the Remote Facilitator. The following duties/tasks are essential to the
operations of Regional Onboarding
Reception/Greet Onboarding participants
Collect any applicable paperwork, or authorization forms
Set-up/Tear-Down equipment
Verify Employee Eligibility Verification
Moderate the remote location in Adobe Connect conference
Facilitate ELM Online Training modules
Assist in logistical support/trouble-shooting efforts.
Each Regional Office will require one employee, at a minimum of ten hours per week
ensuring the success of Onboarding.
Equipment
The following tools are considered essential to the operations of an effective regional
Onboarding program.
Facilitates