National Employee Orientation

rlunsfor

Revise

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This is not a high priority item except for when you are the employee just hired and you have no checklist who to call to get set up correctly. A centralized tool with staff assigned for each process in place would help make sure the employee's transition is smooth. This centralized orientation system needs to be in the form of a welcome packet with forms, checklist, roster of who to contact, explanation of benefits; such as this position warrants this type of car and you are eligible for this size of rental car. A copy of employee reimbursement manual, the position profile, org chart, etc. The orientation staff assigned need to be trained and need to know this orientation is part of their duties. The employee needs a mentor or someone assigned to help them through the process.

Idea # 729Internal

Comments

geichste 4 months ago

There should be a "technology" checklist. Arriving as a first-time Scout executive I naively assumed that much of my information had been already passed to national human resource personnel only to discover that on opening my fiscal reports in the new council I found my former council's information, and same for membership etc. Same for my retirement information and other personnel data.

While we do have a good council-based orientation checklist (found in the new hire packet but not readily available to someone transferring into the council) we do not have a checklist to update Scoutnet-based personnel records, including new council passwords etc. (We leave this to an office person who may not have all the skill either.)

It would be a good tool for a Scout executive or staff leader to be sure that our newest staff member is "in the system" correctly.

chummel 4 months ago

Beyond a national checklist, there should be such a checklist within each council -- a "welcome" package that includes (at least) a flow chart of who's who with contact info, a list of departments and their functions, and a copy of national's BSA Style Guide* to help the new professional or support person with Scouting terminology. Beyond that, the newbie should be required to "visit" certain council personnel -- professional and support -- and be signed off for each visit. For example, one visit would be to the person in charge of training a newbie to update his/her council web page(s) -- this would avoid ineffective "training on the fly." Another visit would be to the IT person to make sure e-mail account, phone number, website contact info, etc., have been activated or updated. *re: Style Guide... I took a copy of it and expanded it to include council specifics, such as council camp/properties info, council map with districts indicated, council-specific terminology or preferences, council trivia, and additional grammar problems that seem to plague our employees. My intention is that this document be an employee "bible." We are also discussing the idea of making it a downloadable PDF on our website so that our volunteers can access it.

charlyn.lambert 3 months ago

I found when I started here that it was surprising that the hiring supervisor did not have a check list of items for us to cover.... I was surprised that I also was not given a check list of items that BSA needed in return from me....

Everywhere I worked, everyone had a check list HR when interviewing, supervisor when interviewing, and those were always left in the file.

Just seems strange that there is not checklist for anything to make sure it is done properly and nothing is forgotten.

Rick Williamson 1 month ago

This is a good idea. When I was at National we did this informally as a new person joined the program group. A formal process would be a good benefit.

Site Administrator 18 days ago

This idea has graduated to the BSA National Headquarters Innovation Engine panel (Idea #111)

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