Providing a welcoming, supportive and engaging work environment for each new or transferring employee sets the stage for success throughout the employee’s career at Duke. They look to you, their manager, for a clear process to learn the new job and begin contributing quickly to the department and organization. That is why your role is so important in the orientation and onboarding process.

The difference between orientation and onboarding, both of which are important, is explained below:

“Orientation is more administrative in nature and typically involves the completion of new hire paperwork, enrolling new hires in benefit plans, and setting the new employee up on the company’s payroll. Onboarding, however, has more of a long-term focus and is aimed at identifying training needs, setting performance goals, providing on-going feedback, and ensuring the new employee is a positive contributor to your company’s success.” HR 411.com

The information provided in the Manager Resources section is focused around the Five Phases of an Effective Onboarding Program and incorporates elements of the orientation process. These phases are as follows:

• Pre-Hire Preparation -- From the time of job acceptance to the first day on the job
• New Hire Introductions – Official welcome of your new or transferring employee
• New Hire Orientation – Orientation event for ‘Big Duke’ (University or Health System)
• Department Orientation – Day One through the successful completion of the 90-day orientation and evaluation period (new hires) or trial period (transferring employees)
• Ongoing Onboarding – 90 days through at least the first year

These sections will provide an overview of each phase as well as suggested activities and timelines, resources and templates available to assist you. Getting a new or transferring employee off to a good start can make a big difference in their feeling welcomed and in their effectiveness and attitude on the job.