| name | onboard-a-new-employee |
| category | start |
| description | Build a role-specific onboarding path from safe access and context to independently verified work. Use when welcoming an employee into a new team or responsibility. |
onboard-a-new-employee
Sequence access, relationships, knowledge, and real work. Completion means demonstrated capability and belonging, not attendance at orientation.
Procedure
- Confirm role, manager, start terms, location, schedule, accessibility needs, employment process, and authorized data.
- Define first-day safety and access, first-week relationships and context, and first-month outcomes.
- Inventory accounts, equipment, permissions, training, policies, systems, and named owners; grant least privilege just in time.
- Prepare a role map covering purpose, users, team, decisions, workflows, terminology, risks, and escalation.
- Assign a supported real task with clear evidence, review, and safe rollback.
- Schedule manager, buddy, stakeholder, feedback, and workload checkpoints without filling every hour.
- Track access failures, unclear documentation, training gaps, and conflicting expectations as system defects.
- Increase scope and authority only after observed readiness.
- Reconcile agreed outcomes, feedback, support needs, and next-stage goals with the employee.
Failure plan
- Do not require personal devices, accounts, identity disclosure, or out-of-hours work without authorization.
- Never expose production, customer, financial, or personnel data before need and training.
- If employment terms or accessibility commitments are unresolved, route them promptly rather than asking the employee to absorb the gap.
- Avoid using social participation as a proxy for performance or belonging.
Done
- Required access, equipment, training, relationships, and role context are verified
- The employee completes a representative task with evidence and appropriate support
- Remaining gaps, next outcomes, permissions, and owners are recorded
