Supervisor Tips for Onboarding Telecommuting ... - USDA …
Supervisor: Onboarding Telecommuting EmployeesHiring an employee who will be unexpectedly telecommuting brings a unique set of onboarding considerations. Feeling connected to USDA AMS/APHIS, colleagues, and the expected work, are pivotal to new employee engagement and success.Supervisor:It is essential you communicate often with your new employee. Your planful and thoughtful approach will have the largest impact on your new hire’s success and comfort in their role. Providing meaningful work assignments will contribute to the new employee feeling needed and welcome. Remain conscious of the additional stress the current circumstance creates and do your part to remain positive.Overall tips to help the employee feel connected:Consider planning a virtual team meeting with video to help connect the new employee with colleaguesRegular virtual team interaction – group chats, calls or meetingsSuggest online resources that will help the new employee get to know USDA, APHIS/AMS and your programPrior to start date:Virtually welcome the new employeeAcknowledge the unusual circumstancesAsk about comfort and prior experience telecommutingShare details of how you will support the new employeeCoordinate with HR and IT regarding equipment and technology access needed by employeePrepare telework agreement with HR Work Life WellnessCreate a detailed training plan that ensures comfort with technology and details of job responsibilitiesCreate a detailed schedule of check-ins/conferencesOutline meaningful work assignmentsDetermine virtual colleague connections you may need to facilitateAdd new hire to applicable meetings, emailing lists, etc.First day:Conduct a virtual first-day meeting if possibleComplete required Day One Forms (I9, OF306, SF61, Identification Documents)Ensure new hire has needed equipment and 30 day PIV exclusionDiscuss expectations regarding schedule, work responsibilities, check-ins, etc.Give a meaningful work assignment – consider an assignment that requires partnering with a colleagueReassure and supportWeeks one, two and three:Receipt of eAuthentication Invitation and Linc Pass Enrollment email Issue performance standards within 15 days of starting dateAdditional work assignments and follow up – see New Hire ChecklistFrequent check-ins and virtual meetings, not only about work responsibilities, but also regarding their feelings and possible anxiety about the situationOffer resources and supportCoronavirusInformation specific to your agency or programEventual return to the workplace:Plan the transition into the workplacePrepare a welcoming workspace66802027051000Celebrate!! ................
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