1.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
Onboarding refers to the collective processes and activities of
integrating new employees. The onboarding period begins
when the new employee accepts an offer and continues
through the first 90 days of employment. It includes
preparing for, enabling, engaging, and supporting the new
employee. The process is designed to help employees adjust
to the culture, embrace the values, and establish work goals
and priorities.
Onboarding – Definition
Onboarding
Offer
Letter
Signed
90 Days1st
Day 1st
Week 30 Days 60 Days
The Brand The Values & Culture
The Candidate Experience
The Employee Experience

2.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
• To maximize new hire performance and engagement and ensure the
perpetuation of our Core Values.
• To quickly give new hires the skills, confidence, and tools needed to do their job
effectively and become fully adapted to their new organization.
• To simplify the various current processes, information and resources that can
sometimes be confusing for new employees and hiring managers to navigate;
and to create a shared foundational experience for all new employees.
Why Implement a Consistent Onboarding Process Across the Org?

3.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
The new onboarding process will:
Incorporate our Core Values
Be simple
• Checklists for hiring managers, new employees,
and HRBPs; logical & evident sequence
Leverage and integrate existing processes
• Utilize Manager & New Employee Dashboards
• Clarify hand-off points and responsibilities
Provide easy access to info and tools
• Resources will be centrally located and will include
checklists and templates
Onboarding – New Process

4.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
Prepare
• Recruiting, Hiring Manager, and team prepare resources (work space,
computer, uID, card key, welcome poster, etc.)
• Hiring Manager outlines performance expectations, key contacts, first
assignment, and defines what success will look like.
Enable
• New employee builds key relationships, learns the business and culture, and
understands how s/he contributes to the success of the team and business.
• Hiring Managers and Onboarding Buddies play integral roles in enabling and
engaging new employees.
Support
• As the new employee executes and delivers, the Hiring Manager (and HRBP for
L5+) continues to enable and support the new hire and ensure ongoing
communication and feedback between new hire and manager.
Onboarding – Future State
30 Days 90 Days
Offer
Letter
Signed
1st
Day 90 Days
1st
Week 60 Days
Enable SupportPrepare
E n g a g e

5.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
 Procure desk space, computer, phone, uID, etc.
 E-mail to team and other applicable parties announcing new hire,
background, and focus of new role (copy new employee, or save
to share with him/her on the first day)
 Provide access to all relevant collab sites, Distribution Lists, etc.
 Assign an onboarding buddy to assist in onboarding
 Identify key contacts for new hire
 Print out team/dept. org charts and phone lists
 Define performance expectations for 30/60/90 day timeframe
 Vision/Mission/Values poster on desk
 Welcome letter from CEO
 (E) Create onboarding plan
(E) = L5+
Onboarding – Prepare Phase
Signed Offer Letter to Day 1

6.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
 Welcome event with co-workers
 1:1 Welcome meeting with hiring manager; review Core Values
 Complete new hire paperwork; set up voice mail; explore New Employee
Dashboard
 Introductions and facility tour
 Complete new employee orientation eLearning modules
 Review org charts, time recording, vacation planning, sick leave, dress code, etc.
 1:1 meetings with key business contacts (may be outside of team)
 Weekly check-ins with manager (performance expectations, what’s going well,
what’s challenging, how can I help?)
 Performance Management and Development Planning overview
 Identify training requirements and overview of Talent Builder
 Review 30/60/90 day plan
 30-day check in
 (E) Meet with Rewards & Benefits
 (E) Executive Passport
 (E) The First 100 Days plan
(E) = L5+
Onboarding – Enable Phase
Day 1 to Day 30

7.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
60-day manager/new emp check in (Template
includes conversation about core values)
(E) Understand Talent Planning and Succession
processes
(E) Create personal “Board of Advisors”
(E) NLA – New Leader Assimilation
(E) New Employee Roundtable with CEO prior
to Sr. Leader Retreat
(E) Follow-up meeting with Rewards & Benefits
(E) = L5+
Onboarding – Support Phase
Day 30 – Day 90 and beyond

8.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
• A buddy offers insight and instruction to new
hires and shares certain responsibilities with
the manager.
• Buddies should exhibit the Values and
Competencies.
• Buddies help navigate the complexities and
networks of xx:
– Explain organization and business unit structure
– Introduce new hires to colleagues
– Offer insight into core values and culture, and
– Provide instruction on processes and the way work
gets done.
What is an Onboarding Buddy?

9.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
• Research across industries found that 40% of
external executive hires fail within 18 months.
• American Express did an analysis of exit
interview data and found that the key reasons for
departure of external executive hires are:
– Poor explanation or understanding of performance
expectations
– Overpressure to perform early in tenure
– Failure to form key internal networks and
relationships
– New hires’ feelings that their ideas are rejected
What About Executives?

10.
Michelle Chamberlain
Enterprise-wide OD05/24/2006
Onboarding refers to the collective processes and activities of integrating new
employees into xx. The onboarding period begins when the new executive signs the
offer letter and continues through the first 180 days of employment. It includes
preparing for, enabling, engaging and supporting the new employee. The process is
designed to help employees adjust to the culture, embrace the values, and
establish work goals and priorities.
Executive Onboarding – Future State
30 Days
180 Days
1st
Day 1st
Week 60 Days
Enable SupportPrepare
Offer
Letter
Signed
R&B / Compliance
Meetings
Begin Mentor
Meetings
NLA
Personal Board of
Advisors
Key Stakeholder Meetings
e-Passport & New
Employee
Roundtable with
CEO
R&B Follow-up
Meeting
100 Day Plan Check
in
E n g a g e
The First 100 Days Plan (initiated by SHRM and hiring manager, input by new exec)
Research & Customer
Insight Briefing