TABLE OF CONTENTS ABOUT INDUCTION/ORIENTATION.

TCS COMPANY PROFILE POSITION OF ASE (TRAINEE) TCS NEW EMPLOYEE (ASE) ORIENTATION PROGRAM 1. 2. 3. 4. 5. Objectives PART 1 Pre Induction Preparation PART 2 First Day Introduction and formalitie PART 3 Post Introduction PART 4 Evaluation & Follow up

OBJECTIVES The objectives of the TCS ASE(Assistant Systems Engineer) Orientation Program are: 1. To have an effective orientation program that is consistent throughout TCS 2. To comply with the TCS human resource mission of establishing and maintaining an effective, diverse, and motivated workforce to ensure sustained employee efficiency. In TCS, all ASSISTANT SYSTEMS ENGINEERS will be subjected to 1 week Induction program, the design of which is discussed to some details in the following section.

Part I Before they arrive. y Decide who will be involved with each part of the Induction - you, other managers/supervisors, other staff in the section/unit. If possible identify a buddy - someone who will look out for the new starter for the first few days/week and act as their friend and guide. Pick someone with the habits and behaviours you want to see developing in the new starter. Make sure all staff involved are clear what their responsibilities will be. If appropriate make sure that a work place is available - do they need IT access? Organise email accounts, passwords, etc. Decide what local Induction materials need to be added to the Personal Development Pack - work areas, building layouts, procedures, policies, etc. Go through the check list. Have a plan for what needs to be covered, when and by whom. Insert any standard welcome letter from the Head of Office/Director Part II First Day Welcome It is suggested that the TCS centre head, Divisional Director, Location Coordinator, Research Leader, etc. welcome new employees. An overview of the TCS mission and vision should be presented. Video Various videos of TCS history, laurels, products, work area, company culture etc. will provide new employees with information on some of that is done by the TCS, and an understanding of the importance of their position to the company.

y y

y y

Processing-In The processing-in personnel will go over the forms listed on the Processing-In Checklist and answer any questions. To give the new employee a break from completing the forms, you could stop and discuss other topics such as: annual and sick leave, LWOP, etc. You could then go back tore viewing the last of the forms on the list Video: The Office of Personnel Management has two videos on benefits: 1)Benefits...Get Serious and 2)Lets Talk Benefits - An Introduction to Federal Benefits and the DecisionsYou Need to Make as New Employee . Cost: Benefits Get Serious - $25 and Lets Talk Benefits - $39. y REMINDER: Please be sure new employees are provided a copy of Standards of Ethical Conduct for Employees of the Executive Branch when they are processed-in.

After the forms have been reviewed, the new employee should sign and date the Processing-In Checklist. A copy should then be forwarded to the servicing branch of the Human Resources Division where a copy will be filed in the employees Official Personnel Folder. Meet with Supervisor The enclosed Supervisors Checklist is a suggested checklist for supervisors use. This is an opportunity for the supervisor to explain policies to the new employee. The supervisor may not need to cover all items on the checklist-depends on the employees position. Additional information on many of the topics will be discussed in Part II. The supervisor should x the items discussed with the new employee. The employee and supervisor should sign and date the Supervisors Checklist. The supervisor should file the checklist in the supervisors work file. A copy of the Supervisors Checklist may be given to the Location Administrative Officer or employee conducting Part II of the company orientation to cover topics in more detail