Onboarding a new employee working remotely includes many of the same practices as welcoming an employee to campus, but with greater intentionality on helping make connections and understand culture.<\/p>\n
\u2610 Review new employee onboarding resources for required tasks to be completed by new employees and to learn useful practices for onboarding. If the employee lives locally, consider scheduling in-person onboarding meetings and activities. For employees unable to meet in-person, refer to the Additional considerations section for more information and options.<\/p>\n
\u2610 Review the appropriate Telework Agreement to familiarize yourself with its components, outline your expectations and begin to draft telework and on-site requirements, as applicable to the telework arrangement.<\/p>\n
\u2610 Ensure equipment is available or ordered and shipped for the employee\u2019s first day.<\/p>\n
\u2610 Identify equipment, tools, and systems needed to ensure team members working onsite can seamlessly interact with the teleworking employee (e.g., video cameras in conference rooms, familiarity with Zoom scheduling and screen sharing.<\/p>\n
\u2610 Review departmental and University policies regarding equipment purchase and use.<\/p>\n
\u2610 Discuss your team\u2019s concerns and requests, and answer questions they may have about the new employee\u2019s telework or remote arrangement.<\/p>\n
\u2610 Identify and document team norms to ensure that telework is as seamless as possible with coworkers who are onsite such as meeting scheduling expectations and norms, tools and technology for collaborative use, etc.<\/p>\n
\u2610 Ask for volunteers to participate in onboarding and training tasks<\/p>\n
\u2610 Identify a peer mentor or other mentoring opportunities for your new employee<\/p>\n
Send a welcome email to the new employee which may include the following:<\/p>\n
\u2610 The Telework Agreement with a request they review prior to their first day, and think about (and\/or fill out) sections on expectations.<\/p>\n
\u2610 Your expectation for in-person attendance on their first day and at a required orientation, if applicable, or discussion of options if the employee is not attending in person.<\/p>\n
\u2610 A brief description of your management style and the steps you will take as a manager of a teleworker.<\/p>\n
\u2610 Workplace information from Environmental Health & Safety, if applicable.<\/p>\n
\u2610 Discuss and approve your employee\u2019s Telework Arrangement, being very specific about work schedule, and expectations for communications (responding to emails, answering calls, attending meetings by Zoom or phone). If applicable, also discuss the types of activities that may require in-person attendance.<\/p>\n
\u2610 Discuss equipment needs and document provided or purchased equipment, per University and departmental policy. Retain records of equipment provided or purchased.<\/p>\n
\u2610 Introduce your new employee to your team, including other employees who are teleworking or with other work arrangements.<\/p>\n
\u2610 Provide opportunities to help teleworking employees feel the organizational culture through team meeting connections, group emails, and informal online gatherings.<\/p>\n
\u2610 Jointly schedule, with your new employee, future check-in meetings including any occurring on an employee\u2019s planned telework day.<\/p>\n
\u2610 Provide training to help your employee set up their email and voicemail and how to access University systems and telework tools (e.g., Zoom, VPN, remote desktop) remotely.<\/p>\n
\u2610 Ensure employees are added to the applicable listservs, Teams channels, and other collaborative tools.<\/p>\n
\u2610 Designate a frequent check-in to discuss the telework arrangement.<\/p>\n
\u2610 Provide your employee with a written plan or checklist for onboarding, including providing names, emails, and phone numbers of colleagues who will provide training or mentorship. This can serve as a performance review plan and include objectives to meet, tasks to accomplish, and products to develop along with timeframes for work products.<\/p>\n
\u2610 Focusing on measuring outcomes (the position, not the person), discuss with individual team members, including the teleworker, how the arrangement is working or not working for them and\/or their clients\/stakeholders.<\/p>\n
\u2610 Evaluate work products for quality, quantity, and timeliness and evaluate whether the teleworker met expectations regarding availability and communications when teleworking.<\/p>\n
\u2610 Frequently evaluate the success of telework plans and identify opportunities for course corrections that can be made at any time.<\/p>\n
\u2610 Telework arrangements should be renewed annually. Plan ahead for a discussion around renewal, including by asking your employer to review their performance and the details of their telework plan and to offer suggestions for changes, if needed.<\/p>\n
During normal operations, many onboarding tasks such as verifying worker eligibility for employment (completing Form I-9), picking up a Husky Card, and meeting co-workers are easily completed in-person. However, it is not always required they be completed in person. For assistance with onboarding an employee remotely, contact your department administrator or payroll coordinator.<\/p>\n","protected":false},"excerpt":{"rendered":"
Onboarding a new employee working remotely includes many of the same practices as welcoming an employee to campus, but with greater intentionality on helping make connections and understand culture. <\/p>\n","protected":false},"author":49,"featured_media":0,"parent":32,"menu_order":40,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"class_list":["post-67","page","type-page","status-publish","format-standard","hentry"],"acf":[],"yoast_head":"\n