Skip to main content
  • Duke@Work
  • About HR
  • Managers
Home

Human Resources

Search form

  • Careers
    • Search/Apply for Jobs
    • Frequently Asked Questions
    • Duke Temporary Service (DTS)
    • About Duke
    • Job Descriptions
    • Affirmative Action & Nondiscrimination
  • Benefits
    • Medical, Dental, & Vision Benefits
    • Reimbursement Accounts
    • Employee Discounts
    • Retirement
    • Time Away From Duke
    • Educational Benefits
    • Family-Friendly Benefits
    • Financial Security Benefits
    • Benefits Unique to Duke
    • Employee Appreciation
    • Benefits Enrollment
    • Summary Plan Descriptions & Required Notices
  • Health & Wellness
    • Get Moving Challenge
    • LIVE FOR LIFE
    • Health Assessments
    • Farmers Market
    • Mobile Farmers Market
    • Duke Fitness Club
    • Run/Walk Club
    • Exercise & Fitness
    • Mental Health & Stress
    • Webinars
    • Personal Assistance Service (PAS)
    • Health Coaching Programs
    • Nutrition Programs
    • Tobacco Cessation
    • DukeWELL
    • Employee Occupational Health & Wellness (EOHW)
    • Workers' Compensation
  • Compensation
    • Pay Statements
    • Pay Schedules & Forms
    • Pay Ranges & Job Classifications
    • Overtime Changes
  • Training
    • Learning Management System
    • Professional Development Course Offerings
    • Special Development Programs
    • Career Resource Center
    • Consulting & Organization Development
    • Location & Facilities
  • Policies
    • Recruitment, Hiring, & Transferring
    • Diversity & Institutional Equity
    • Workplace Expectations & Guidelines
    • Staff Development
    • Benefits
    • Pay Administration
    • Payroll
    • Time Away From Duke
    • Workplace Health & Safety
    • International
    • Definitions
  • Forms
    • Benefits Forms
    • Manager Forms

You are here

  • Home
  • Managers
  • New Staff Orientation
  • Department Orientation

Department Orientation

The manager plays a very important role in ensuring the new staff member’s success during the orientation process, particularly in the first 90 days of employment (known as the Orientation and Evaluation Period for New Hires or the Trial Period for transfers within Duke). You are usually the first to have contact with the new staff member and are often the most influential in the development of a new staff member's attitudes and impressions. Frequent communication and engagement between you and the staff member is essential during this stage. The time spent developing and implementing plans for the staff member’s first months on the job will greatly increase the chance for a successful start.

Throughout the first 90 days, the staff member determines whether or not the position meets his or her expectations, and you determine whether or not the staff member possesses the knowledge, skills and necessary competencies to perform satisfactorily in the position. During this time, you should observe and monitor performance and provide timely feedback. The staff member should also regularly seek advice, counsel, and feedback on his or her performance from you.

The following are recommended strategies and actions that may be implemented during the employee’s first 90 days in the position:

Action Day 30 Day 60 Day 90
Schedule 30, 60, and 90 day manager meetings X    
Obtain signed copy of Duke Staff Handbook Acknowledgement of Receipt and Confidentiality Agreement. Keep in department personnel file. X    
If employee is internal transfer, obtain department personnel file from previous department X    
Conduct 30 day manager meeting to review employee questions and establish performance expectations/goals. Ensure employee is becoming acclimated to department and position responsibilities. X    
Provide training on any systems required for job responsibilities (Outlook, SAP, etc.) X    
Set up 1:1 meetings with key department contacts as appropriate to occur within first 90 days X    
Send reminder of 30 day deadline for benefits enrollment X    
Conduct 60 day manager meeting to review progress of employee towards performance expectations/goals   X  
Conduct 90 day evaluation meeting and form (end of Orientation and Evaluation or Trial Period). Decision should be made by supervisor to recommend successful completion of review period, extension of review period for 30 days, or discharge because of unsuccessful completion of review period.     X
Request feedback from employee on effectiveness of onboarding process     X
Develop growth/action plan for first year     X

Managers

  • Recruitment & Hiring
    • Planning the Recruitment Process
      • Assessing the Job Description
      • Identifying Key Qualifications
    • Developing a Diverse Candidate Pool
      • Benefits of Working at Duke
    • Candidate Review & Selection
      • Preparing for the Interview
      • Checking References
      • Selecting the Final Candidate
      • Background Checks
    • Duke Temporary Service
      • Hire a Temp
      • Aerotek/Actalent and Grace Federal Solutions
      • Process Flow
      • Benefits of DTS
      • Before Assignment
      • Manager's Role
      • DTS Support & Responsibilities
      • Frequently Asked Questions
    • Tools & Templates
    • Advancing Recruitment & Retention Together
    • SuccessFactors: Support Resources
      • Overview Session Registration
      • Q&A for Hiring Manager Teams
  • New Staff Orientation
    • Pre-hire Preparation
    • New Hire Introductions
    • New Hire Orientation
    • Department Orientation
    • Ongoing Onboarding
    • Required Training & Policy Review
    • Tools & Templates
  • Benefits
  • Pay Administration
    • Answers to Common Questions About Pay
    • Express Classification
    • Minimum Wage
    • Overtime Implementation
    • University's 2020 Compensation Program
  • Performance Management
    • Pay & Performance (University)
      • Performance Evaluation and Planning
        • Defining Levels of Performance
        • Suggested Professional Development Activities
      • Self-Assessment
      • Manager Toolkit
      • Frequently Asked Questions
    • Pay & Performance (DUHS)
    • Professional Development Plan
      • Development Suggestions
  • Managing Staff Time
  • Employee Recognition
    • Monetary Awards & Gifts
    • Approval, Funding, Payment
    • Recognizing the Retirement of Staff Members
    • Examples of Recognition
  • Workplace Health & Safety
    • Worker's Compensation Manager Information
      • When Accidents Happen
      • If Unable to Work
      • Returning to Work
  • Departure/Termination
    • Voluntary Separation & Retirements
      • Retirement Gift Guidelines
      • Exit Survey Process
    • Involutary Separation
    • Reduction-in-Force
  • Updates & Memos

Human Resources

Duke Human Resources
705 Broad St. Box 90496
Durham, NC 27705
Phone: (919) 684-5600
Have questions?

Follow Us
  • Facebook
  • Twitter
  • Linkedin
  • Youtube
Duke University
  • Duke University
  • Working@Duke