Supervisor's Guide to Effectively Onboarding a New Employee - Human Resources - Tennessee Tech University

Oct 22, 2026

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Supervisors' guide for effectively onboarding new employees at Tennessee Tech University, outlining why onboarding quality matters for readiness, support, and retention. It clarifies key roles and responsibilities across HR, training & development, supervisors, coworkers, mentors/buddies, and the executive team. The guide then provides a structured onboarding timeline covering the first day, first week, first month, first ninety days, and first six months, with practical actions for meetings, paperwork, system access, tours, orientation registration, and performance goal setting.

LanguageEnglish

CategoryTechnology

FormatPDF

Pages13

Reading Time33 min

AccessFree to download

Importance of Onboarding

Supervisors Make the Difference

Using This Guide

Roles and Responsibilities

HR Department

Training & Development

Supervisor

Co-workers

Mentor/Buddy

Executive Team

The Onboarding Phases

Phase One - Preparing for the First Day

Phase Two - First Day

Phase Three - First Week

Phase Four - First Month

Phase Five - First Ninety Days

Supervisor's Guide to Effectively Onboarding a New Employee HUMAN RESOURCES TENNESSEE TECH UNIVERSITY Importance of Onboarding Supervisors Make the Difference GALLUP RESEARCH Only 12% of employees think their company did a good job onboarding. Only 29% of new hires say they feel fully prepared and supported to excel in their role after their onboarding experience . Likely to stay with a company for three years if they experienced a great onboarding. Likely to stay over three years if they went through a structuredonboarding program . Greater new-hire productivity with a standard onboarding process experience . Using This Guide Use this guide to help you through the first months of your new employee's employment. It provides actions that when completed will help your employee succeed. The more you can do upfront to prepare, the more successful you and your new employee will be . Important Note: Every employee and situation is different. The information covered, as well as the timeline, is important, but you have the final decision on whether to cover everything exactly as outlined. In this process you may feel you have an increased level of responsibility, but you also have an increased level of support from Human Resources . Roles and Responsibilities HR Department-Completing and collecting employee paperwork for payroll, benefits, background check, etc. Training & Development-Orientation, including history and background, culture, goals and objectives. Tour of the university. Supervisor-Discussing duties and responsibilities, work behaviors, introducing co-workers and other members of the organization . Tour of the department and reviewing other roles and relationships within the department. Co-workers-Sharing how the group works as a team, how to get things done, how to find/requisition supplies and equipment and where to turn for support. Mentor/buddy-Introducing team members and others within the organization, reviewing informal rules and policies, answering day to day questions . Executive Team-Helping the employee understand the university's mission, vision, values, strategic goals and objectives. The Onboarding Phases Phase One-Preparing for the First Day Phase Two-First Day Phase Three-First Week Phase Four-First Month Phase Five-First Ninety Days Phase Six-First Six months Phase One-Preparing for the First Day Call employee and give first-day information such as where togo on first day, who to ask for upon arrival and what to wear . Remind them of any documentation to bring such as driver's license, social security card for I-9 verification . Set up the new employee's desk, phone, computer, password and email. Reach out to ITS for access to applications the employee will use . Assign a coworker who will be their "mentor/buddy" for first few weeks. Phase Two-First Day Be available to greet new employee upon arrival. Introduce new employee to their space and their coworkers . Assist employee with obtaining their Eagle card and parking pass . Give tour of department including location of restrooms, printers/copiers, break room (if applicable), coffee/vending machines, watercoolers, emergency exits. Assist employee with registering for orientation . Have employee complete all remaining new hire paperwork. Introduce employee to mentor/buddy. Phase Three-First Week Begin reviewing and explaining administrative, regulatory and policy related procedures and paperwork. Direct them to PolicyTech from Tech Express to review key policies that they will need to be familiar with. Confirm that all HR paperwork has been reviewed and completed. Assign projects or duties that can be completed with assistance by a mentor/buddy. Be sure to take them on campus tour if not completed on first day. Include locations of restaurants, points of interests, health services and departments they may need to visit. Check in with men

FAQs

Why is onboarding important, according to the guide?

The guide highlights research showing low satisfaction with onboarding, limited feelings of full preparedness, and that employees are more likely to stay longer when onboarding is great or structured.

What responsibilities does the HR department cover during onboarding?

HR is responsible for completing and collecting employee paperwork for payroll, benefits, and background check requirements, and supports preparation for the onboarding process.

What actions should supervisors take during the first ninety days?

Supervisors should meet to discuss fit and expectations, review what is going well and what needs improvement, set performance goals, observe integration with coworkers, and assign additional duties if applicable while encouraging independence.

Oct 22, 2026

Upload by aboduw