NEW HIRE CHECK-IN PURPOSE New Hire Check-Ins are a critical element in the onboarding process. They are designed to improve employee retention by ensuring new hires are engaged, developing a sense of belonging, and receiving the training necessary for success. They also allow us to learn what motivates an employee, identify areas of improvement, and develop actionable plans based on findings.
Generates engagement with employees and shows their opinions are valued
Determines what challenges employees appreciate and what motivates them to work towards the organization's mission
Gathers actionable information about current and upcoming employee trends
Provides opportunity to remove roadblocks and barriers in their first 90 days
GUIDELINES This document is intended to be a guide to support touch point conversations. Conversations can be led by HR and or manager. Recommendations were added to each touch point (10, 30, 60, and 90 days). Sessions can be performed as one on one meetings or in a group session. Develop action plans based on feedback provided and follow up with new hires. Completed forms should be retained with HR.
NEW HIRE CHECK-IN
10 / 30 / 60 / 90 DAY CHECK-IN FORM Use this form to complete 10, 30, 60, and 90 day check-ins with new employee. Keep track of any action items or follow-up identified. Employee Name : Position
:
Hire Date
:
VIC Number
Check-In Date
:
Phone Number :
:
10 DAY CHECK-IN (Conducted by HR) Is there any additional information you need? Benefits (Health Screening Reminder)
Call in Procedure
Contact Information
Company Systems (VIC/CC/Kronos, etc.)
Policies
Other:
Have you completed the following tasks? Update Direct Deposit Info
Complete Benefit Enrollment
Update Tax Info
Complete CareerConnect Trainings
Add Emergency Contact Info
Other:
Add Shirt Size
Do you have any system/access issues that need to be addressed?
How would you rate the training and support you have received so far?
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Is there anything else that you need?
Thank you for your feedback!
NEW HIRE CHECK-IN
10 / 30 / 60 / 90 DAY CHECK-IN FORM Use this form to complete 10, 30, 60, and 90 day check-ins with new employee. Keep track of any action items or follow-up identified. Employee Name
:
Check-In Date
:
30 DAY CHECK-IN (Conducted by HR or Supervisor) How is your onboarding going? How can it be improved?
Do you feel you have a clear understanding of your role? Yes No
Do you have any questions about RCCB's purpose, vision or values? Yes No
Have you been assigned a peer coach? If so, how is it going?
What have you enjoyed most/least during your first 30 days?
Is there anything you feel you need to be successful in your role?
Thank you for your feedback!
NEW HIRE CHECK-IN
10 / 30 / 60 / 90 DAY CHECK-IN FORM Use this form to complete 10, 30, 60, and 90 day check-ins with new employee. Keep track of any action items or follow-up identified. Employee Name
:
Check-In Date
:
60 DAY CHECK-IN (Conducted by Supervisor) Is your role what you expected it to be like?
How would you describe the environment within our department? Do you believe it's a safe work environment? Do you have any safety concerns?
Do you have any questions about the expectations / goals of your role? Non-union: Have you entered your goals in Career Connect?
Do you feel comfortable completing your responsibilities / projects by yourself?
Did you have someone helping you through your training period? How was your experience?
What support do you need on my end?
Thank you for your feedback!
NEW HIRE CHECK-IN
10 / 30 / 60 / 90 DAY CHECK-IN FORM Use this form to complete 10, 30, 60, and 90 day check-ins with new employee. Keep track of any action items or follow-up identified. Employee Name
:
Check-In Date
:
90 DAY CHECK-IN (Conducted by HR) How would you say your training has been overall?
Is there anything you wish was part of your training?
How is your relationship with your co-workers? Direct supervisor/manager?
Has anyone provided you feedback over your first 90 days in role?
How has your workload been? Non-union: What projects are you working on? Have you completed your Talent Profile?
How would you describe our culture / what do you think about it? Non-union: HR to explain the IDP process and the difference between IDP and Company Goals
Thank you for your feedback!
NEW HIRE CHECK-IN ACTION PLAN Use this template to develop and track any action items or follow-up necessary. Employee Name