[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-191597-105":53,"doc-detail-191597-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","onboarding-checklist-hes","Onboarding Checklist - HES","","Onboarding Checklist - HES provides a structured set of actions to support a new employee from pre-start through the first three months. It covers legal and compliance steps (employment agreement, reference and credit checks, background screening), preparation of core resources (employee handbook, internal contacts, organizational chart), and mentoring and cultural orientation. It also defines start-date communications, onboarding tours, benefit and direct-deposit paperwork, and early integration with key stakeholders through scheduled meetings, feedback collection, and progress reviews.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/onboarding-checklist-hes/191597/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/onboarding-checklist-hes/191597.png","ImageObject",442,249,{"name":88,"@type":89},"Quinn Holloway","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-27","2026-09-03",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",6,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What needs to be completed before the new employee’s start date?","Question",{"text":109,"@type":110},"Complete the signed employment agreement, run reference and background checks, prepare the employee handbook and glossary, share key organizational information, assign a mentor buddy, and set up core technology (computers, email, software/database, printer, telephone).","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What are the main responsibilities on the start date?",{"text":114,"@type":110},"Send a general employee email announcing the new hire and role, facilitate an HR/supervisor-led tour of essential office locations and services, schedule introductory meetings and stakeholder discussions, arrange networking appointments, and ensure benefits forms and required documentation are completed.",{"name":116,"@type":107,"acceptedAnswer":117},"How are onboarding plans reviewed and tracked over the first three months?",{"text":118,"@type":110},"During the first week, create a mutually agreed onboarding plan with performance measures. In the first and second months, HR and supervisors collect brief feedback and compare progress against goals. At three months, conduct a more formal review to assess achievements, identify improvements, and adjust the onboarding plan for the six-month milestone.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},191597,1788409591,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":126,"read_time":73},2336474466712,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","| CATEGORY 1: PRIOR TO START DATE |  |  |  |\n| --- | --- | --- | --- |\n| EMPLOYMENT AGREEMENT (SIGNED BY BOTH PARTIES) |  | CREDIT CHECK (FOR ANY EMPLOYEE WITH A SIZEABLE BUDGET ) |  |\n| REFERENCE CHECKS (MINIMUM OF 3) |  | COMPANY LITERATURE |  |\n| CRIMINAL, CREDIT, EDUCATION BACKGROUND CHECK |  | COMPLETE A BEHAVIOURAL PROFILE AND DISTRIBUTE IT TO KEY STAKEHOLDERS TO HELP FACILITATE A BETTER UNDERSTANDING OF THE EMPLOYEE |  |\n| AN ORGANIZATIONAL CHART AND MAP OF THE BUILDING (S ) |  | COMPREHENSIVE EMPLOYEE HANDBOOK THAT DETAILS COMPANY POLICIES, PROCEDURES AND\u003Cbr>STANDARDS |  |\n| GLOSSARY OF INDUSTRY – OR COMPANY –\u003Cbr>SPECIFIC TERMINOLOGY AND ACRONYMS |  | LIST OF INTERNAL CONTACTS FOR INQUIRIES RELATED TO PAYROLL, BENEFITS, TECHNICAL SUPPORT, ETC. |  |\n| ORDER EMPLOYEE’S BUSINESS CARDS |  | ASSIGN AND CONNECT THE EMPLOYEE WITH A SENIOR MENTOR “BUDDY” OUTSIDE OF THE\u003Cbr>DIRECT REPORTING RELATIONSHIPS |  |\n| PROVISION OF INFORMATION OF ANY PRESSING MATTERS WHICH THE NEW EMPLOYEE SHOULD BE UP TO SPEED ON QUICKLY |  | BRIEF ONE HOUR WELCOMING PHONE CALL FROM IMMEDIATE SUPERVISOR TO CONGRATULATE AND DISCUSS ONBOARDING GAME PLAN |  |\n| FOR ABORIGINAL ORGANIZATIONS OR ANY ORGANIZATION WHERE CULTURE AND PROTOCOLS ARE PRESENT: IF POSSIBLE, ARRANGE FOR A CULTURAL ADVISOR OR PERHAPS RECOGNIZED COMMUNITY ELDER TO MEET WITH THE NEW EMPLOYEE TO DISCUSS THE ORGANIZATION’S AND THE COMMUNITY’S UNIQUE HISTORY, CULTURE, BELIEFS SYSTEMS AND PROTOCOLS |  | TECH SET-UP:\u003Cbr>􀁸 COMPUTERS\u003Cbr>􀁸 COMPANY EMAIL\u003Cbr>􀁸 COMPANY SOFTWARE/ DATABASE I. E. CRM\u003Cbr>􀁸 PRINTER\u003Cbr>􀁸 TELEPHONE |  |\n\n\n| CATEGORY 2: START DATE RESPONSIBILITIES |  |  |  |\n| --- | --- | --- | --- |\n| ON THE BUSINESS DAY PRIOR TO THE NEW EMPLOYEE’S ARRIVAL SEND A GENERAL EMPLOYEE EMAIL\u003Cbr>’\u003Cbr>ANNOUNCING THE NEW EMPLOYEE S ARRIVAL, ROLE AND BRIEF BACKGROUND (INCLUDE A PICTURE IF POSSIBLE) |  | HAVE HR OR IMMEDIATE SUPERVISOR OR ASSISTANT FACILITATE A TOUR COVERING THE MOST BASIC ESSENTIALS SUCH AS OFFICE, PARKING, WASHROOMS, COFFEE/LUNCH, EMERGENCY EXITS, FAX/COPIER, MAIL, ETC. |  |\n| SCHEDULED INTRODUCTORY MEETING WITH HR AND\u003Cbr>IMMEDIATE SUPERVISOR TO REVIEW THE ONBOARDING PROCESS, PLANS AND OBJECTIVES (IF THE IMMEDIATE SUPERVISOR IS THE BOARD OF DIRECTORS OR CHIEF & COUNCIL, HAVE HR PREPARE FOR AND FACILITATE THE MEETING WITH EITHER JUST THE CHAIR/ CHIEF OR THE ENTIRE BOARD/ COUNCIL PRESENT) |  | SCHEDULED MEETING WITH KEY STAKEHOLDERS FOR A FRANK AND OPEN DISCUSSION WITH THE EMPLOYEE TO CLARIFY AND UNDERSTAND:\u003Cbr>• CULTURAL IDENTITY\u003Cbr>• GENERAL EXPECTATIONS\u003Cbr>• SPECIFICS OF THE ORGANIZATION\u003Cbr>• KEY JOB FIT ISSUES |  |\n| SCHEDULED NETWORKING APPOINTMENTS WITH KEY\u003Cbr>LEADERS AND STAKEHOLDERS |  | LIST OF KEY STAKEHOLDERS WITH CONTACT INFORMATION WHO THE NEW EMPLOYEE WILL NEED TOBE FAMILIAR WITH AND BEGIN BUILDING STRONG RELATIONSHIPS WITH |  |\n| FILL OUT EMPLOYEE BENEFIT FORMS |  | PLANNED INTRODUCTIONS WITH VARIOUS DEPARTMENTS/PARTS OF THE ORGANIZATION |  |\n| ENSURE EMPLOYEE SIGNS ALL APPLICABLE\u003Cbr>DOCUMENTATION |  | DIRECT DEPOSIT AUTHORIZATION FORM |  |\n\n\n| CATEGORY 3: FIRST WEEK |  |  |  |\n| --- | --- | --- | --- |\n| WITH THE NEW EMPLOYEE, HRAND KEY STAKEHOLDERS INPUTS, CREATE A MUTUALLY AGREED UPON INDIVIDUAL ONBOARDING PLAN WHICH OUTLINES PERFORMANCE MEASURES FOR GOALS AND OBJECTIVES OF THE FIRST 3 AND 6 MONTHS OF EMPLOYMENT |  | SCHEDULED EXPERIENCES IN VARIOUS PARTS OF ORGANIZATION |  |\n| HR SHOULD CONTACT THE IMMEDIATE SUPERVISOR AND KEY STAKEHOLDERS TO RECEIVE AND DOCUMENT NEW HIRE FEEDBACK (VERY BRIEF CONTACT COVERING INITIAL IMPRESSIONS AND PERCEIVED\u003Cbr>STRENGTHS/WEAKNESSES ) |  | SCHEDULED TIME WITH HR AND/OR IMMEDIATE SUPERVISOR LATE IN THE WEEK TO COVER ANY QUESTIONS OR CONCERNS OF THE NEW EMPLOYEE AND CHECK PROGRESS |  |\n\n\n| CATEGORY 4: FIRST MONTH AFTER START DATE |  |  |  |\n| --- | --- | --- | --- |\n| HR SHOULD CONTACT THE IMMEDIATE SUPERVISOR AND KEY STAKEHOLDERS TO RECEIVE AND DOCUMENT FEEDBACK (10-15 MINUTE CONVERSATIONS COVERING INITIAL IMPRESSIONS, PROGRESS TOW","cbCaiqhz51LKISfz","https://ap.wps.com/l/cbCaiqhz51LKISfz","pdf",291483,"English","# Category 1: Prior to Start Date\n# Category 2: Start Date Responsibilities\n# Category 3: First Week\n# Category 4: First Month After Start Date\n# Category 5: Second Month After Start Date\n# Category 6: Three Months After Start Date","[{\"question\":\"What needs to be completed before the new employee’s start date?\",\"answer\":\"Complete the signed employment agreement, run reference and background checks, prepare the employee handbook and glossary, share key organizational information, assign a mentor buddy, and set up core technology (computers, email, software/database, printer, telephone).\"},{\"question\":\"What are the main responsibilities on the start date?\",\"answer\":\"Send a general employee email announcing the new hire and role, facilitate an HR/supervisor-led tour of essential office locations and services, schedule introductory meetings and stakeholder discussions, arrange networking appointments, and ensure benefits forms and required documentation are completed.\"},{\"question\":\"How are onboarding plans reviewed and tracked over the first three months?\",\"answer\":\"During the first week, create a mutually agreed onboarding plan with performance measures. In the first and second months, HR and supervisors collect brief feedback and compare progress against goals. At three months, conduct a more formal review to assess achievements, identify improvements, and adjust the onboarding plan for the six-month milestone.\"}]","Onboarding Checklist - HES | PDF"]