University Business Policies and Procedures Manual

3250
NEW EMPLOYEE ORIENTATION
Effective Date: May 8, 1998
Subject to Change Without Notice

1. General

The New Employee Orientation program gives new employees information they need to quickly become productive members of the campus community. An employee's first impressions of the University and its operations can have a lasting effect on the employee's attitude and loyalty; therefore, an effective orientation program is the first step in improving employee performance and retention. The New Employee Orientation program is designed to:

• make a new employee feel welcome and part of the department and UNM;
  
• provide specific information about the employee's position;
  
• inform the employee about UNM policies and benefits;
  
• provide an overall view of University operations;
  
• instill an interest in UNM's future: and
• encourage a new employee to ask questions about UNM, their department, and their position.

  Both the University Department of Human Resources and the hiring department are responsible for specific portions of the New Employee Orientation program. This policy defines responsibilities and describes the program which is designed to ensure a consistent, thorough process throughout all the stages of orientation.

2. New Employee Orientation

2.1. Human Resources Orientation Responsibilities

All regular full-time and part-time staff who are new to the University must attend a New Employee Orientation session offered by the Department of Human Resources. Employees are on paid time, as described in "Paid Time" Policy 3300, UBP, while attending the orientation, which lasts approximately four (4) hours and includes:

• an overview of UNM's mission, purpose, and structure;
  
• a short presentation on UNM's history, accomplishments, and future plans;
  
• information on health, safety, and environmental issues;
  
• a discussion of selected University policies;
  
• information on employment related services;
  
• information on training and education programs available to employees;
  
• payroll information; and
  
• information on employee benefits, including health insurance, annual and sick leave, and educational assistance.

 

 

2.2. Hiring Department's Orientation Responsibilities

Supervisors are responsible for introducing all new employees, including those who are not new to the University, to their job, department, and coworkers. Departmental new employee orientations are critical, and must be done in a conscientious and consistent manner with all new employees. Departmental orientations should also address any additional issues that are specific to the department such as training, safety, and security. Orientations provide an important opportunity for supervisors to help new employees feel comfortable with established employees and understand the functions of the department. Although a lack of information can reduce productivity and cause problems with coworkers, supervisors should avoid overwhelming new employees with too much information in a short period of time. The Departmental Orientation Checklist (Exhibit A.) provides time frames for completion of the departmental orientation. Supervisors shall complete a Departmental Orientation Checklist for each regular full-time and part-time staff employee and place it in the employee's departmental file. Due to accreditation requirements for the Health Sciences Center, a copy of each checklist for Health Sciences Center staff must be sent to the Human Resources office at the Health Sciences Center.

The Departmental Orientation Checklist (Exhibit A.) is summarized below.

• Before starting work: submit licensure documentation and post-offer pre-employment medical screening (if required).
  
• Before starting work or on first day: submit required employment forms.
  
• First day of work: review safety and security information, introduce the employee to the department, and discuss the employee's job, work schedule, and work space with the employee.
  
• Within first week: review of the job description, evaluation criteria, departmental business issues, and training requirements with the employee.
  
• Within first three (3) months: meet with the employee to discuss work related issues and the employee's job description, job expectations, and performance.
  
• Within first six (6) months: introduce the employee to key people and departments at UNM, and discuss career opportunities, promotions, and salary increases.

3. New Managers and Supervisors

In addition to the orientation requirements listed in Section 2. above, all new managers and supervisors must attend the "UNM Manager Orientation" workshop during their first month as managers or supervisors. The Department of Human Resources will schedule new managers and supervisors for the orientation and will notify them of the date and time. This two (2) day workshop is offered by the Employee and Organizational Development division of the Department of Human Resources and includes training on:

• UNM's Strategic Plan;
  
• key UNM policies;
  
• the supervisor's role and responsibilities;
  
• UNM human resource issues and/or services;
  
• UNM financial issues;
  
• management functions;
  
• communication skills; and
  
• performance feedback.

4. Attachments

Exhibit A. - Departmental Orientation Checklist

Comments may be sent to UBPPM@UNM.edu
http://www.unm.edu/~ubppm