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Managers Guide to Orientation

At Cape Breton Partnership, it is imperative to our success that our


trainers and managers view our Orientation Program as an ongoing
process. We are committed to ensuring our employees are provided
the best possible training, in order to feel as welcome and as
comfortable as possible in their new position.
Our company understands how important the first few days on the job
can be to our new employees. Therefore, we understand that a proper
orientation is essential to the success of our employees and
organization as a whole.
Purposes of proper orientation:

To ensure familiarity with policies and procedures, workplace


rules, our facility, and colleagues.
To clarify job expectations, and to reduce anxiety
To communicate a positive image of our company
To foster workplace engagement, and cultivate employee loyalty
To reduce the learning curve by providing information prior to the
first day on the job, so that each employee has the time to
understand the organizations missions, values and goals to
maximize their productivity levels
Steps to ensure proper orientation
Awareness:
Our orientation program should be brought to the attention of all
applicants. We consider it to be a cornerstone of our success.
Due to the nature of employment contracts, it is essential that
each potential employee is aware of the orientation process and
that it will be provided to them immediately upon hire, prior to

the start date. This will ensure they are versed in the
organizations background, allowing them a quick transition into
their daily work requirements.

Involvement:
All employees need to be involved with the orientation process;
even doing simple things like making new staff members feel
welcome can go a long way.
Timeline:
It is essential that managers & trainers treat our orientation
process as ongoing, and do not expect any new staff to feel
completely comfortable after their first week. Although the
formal orientation process may have been completed, it is
important that our employees receive follow-up on a monthly
basis, to ensure they are comfortable and confident in
performing their job duties.
Communication:
Proper communication is a key component of successful
orientation. New employees will feel much more comfortable
when they know how well they are doing. It is imperative that
they receive both positive and constructive feedback. Employees
should also feel empowered to provide such feedback to new
staff members. This will foster teamwork, and ideally make new
staff more confident in their position.
Performance Management:
Performance management should not be a scary subject. Positive
feedback is as important as constructive criticism. Please refer to
attached performance management forms for reference. Be sure
to let new employees know when performance reviews will take
place, and follow that timeline.
Employee Handbook:
Familiarize yourself with the Employee Handbook, so there is no
confusion in regards to company policies or procedures.

Ensure the Employee Handbook is sent to, and received by, any
new employees in advance of their first day of work. Encourage
them to ask any questions, or voice any concerns they may
have.

Orientation Checklist for Managers


Prior to the new employees first day:

Orientation Checklist for new employees (Initial & Date)


Send an electronic welcome package which would include the new
employees start date & time
Organization wide welcome of new team member (email)
A personnel file has been established, containing their resume and any other
necessary information
Email address, office space & phone line has been assigned
The new employee has been provided with necessary contact information to
ask any questions or raise any concerns they may have, prior to their start
date
Ensure a secondary manager is on duty to eliminate interruptions during the
orientation process if possible

First day:

Orientation Checklist for new employees (Initial & Date)


Provide Welcome Letter
Introduce new employee to necessary colleagues, including management
team and mentor
Take employee through a tour of the facility

Have
o
o
o
o
o
o
o
o
o

employees complete all necessary documents:


Employee Information Form
Emergency Contact Form
Employee Handbook
Confidentiality Agreement
TD1 Tax Form
Direct Deposit Information
Job Description
Professionalism Document
Social Media Document

Set aside time for questions and concerns, ensuring new employees are
comfortable with the information they have been given prior to and during
the first day
Make employee aware of Performance Management schedule (if applicable)
Ensure employee has received a copy of their job description

Follow-up:

Orientation Checklist for new employees (Initial & Date)


Continue to work closely with new employee, again encouraging questions
and concerns
Discuss employees performance, including strengths and areas in which
they may require additional training
Ensure employees completed all necessary administration forms
Seek feedback from new employee about our orientation program

Performance Management Review


Name of Employee:
Position:
Location:
Length of Employment:
Immediate Supervisor:

Areas of Evaluation
Quality of Work:
Factors to consider in this area are: accuracy, neatness, attention to detail, as
well as the employees ability to follow necessary policies and procedures.
o
o
o
o
o

Outstanding
Exceeds Requirements
Meets Requirements
Needs Improvement
Unsatisfactory

Additional Comments:
______________________________________________________________________________
______________________________________________________________________________

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

Work Ethic:
Factors to consider in this area are: attendance, punctuality, organization
skills, as well as the employees ability to stay busy, and their willingness
take initiative when required.
o Outstanding
o Exceeds Requirements
o Meets Requirements
o Needs Improvement
o Unsatisfactory
Additional Comments:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Job Knowledge:
Factors to consider in this area are: has the employee properly demonstrated
the necessary skills and abilities which are required in their position? Does
the employee have sufficient organizational knowledge? Do they have a
willingness to learn, and improve when necessary?
o
o
o
o
o

Outstanding
Exceeds Requirements
Meets Requirements
Needs Improvement
Unsatisfactory

Additional Comments:

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

Behavior with Colleagues & Guests:


Factors to consider in this area are: the employees willingness to cooperate
with other staff members, contribute to a positive work environment, provide
the expected level of guest service, their response to constructive criticism,
as well as their adaptation to change in the workplace.
o Outstanding
o Exceeds Requirements
o Meets Requirements
o Needs Improvement
o Unsatisfactory
Additional Comments:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Overall Progress:
Areas in which the employees performance is at least satisfactory, if not
above expectations. Please specify.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Areas in which the employees performance has been unsatisfactory. Please
specify, and state whether additional training may be required.

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Signature of Employee: _________________________ Date: ___________________
(dd/mm/yyyy)
Signature of Manager: __________________________ Date: ____________________
(dd/mm/yyyy)