This document is part of the Working remotely in the Victorian public sector resource.

Check the how to onboard and induct employees who are working remotely guide for full advice

All stages

  • I’ve checked my organisation’s onboarding policies and asked HR if it’s okay  to adjust them for my process
  • I know what a protected attribute is and offered reasonable adjustments if they need them
  • I’ve checked my approach and technology will allow them to fulfil the inherent requirements of the role
  • I’ve embedded diversity and inclusion in my process and have asked my new employee what they need to be successful in their role

1 month before they start

  • I’ve checked how they like to communicate
  • I’ve checked if they need information in different or accessible formats
  • I’ve sent them information about what tools we use in the team to work remotely
  • I’ve asked them to let me know if they need any workplace adjustments
  • I’ve spoken with HR about completing new starter forms online
  • I’ve checked if they need any equipment and worked out how to get it to them
  • I’ve arranged for IT to install the right software on their device and set up their logins

The week before they start

  • I’ve given them a call and confirmed any reasonable adjustments or support they may need
  • I’ve assigned them a remote buddy to support them as they settle in
  • I’ve set up meet and greets with my team members and anyone else they’re working with

On their first day

  • I’ve made a list of things to do to welcome them on their first day
  • I’ve made a list of helpful advice to send them and read through
  • I’ve set aside time to help them set up and check everything works
  • I’ve let them have space so I don’t overload them with information

By the end of their first week

  • I’ve set clear expectations around their work, hours and work–life balance
  • I’ve discussed probation (if applicable) and set up formal meetings to discuss performance
  • I’ve assessed their OHS and told them about the EAP and other available supports
  • I’ve confirmed they’ve read and understood the public sector values and  code of conduct
  • I’ve discussed their learning and development need and have set up a regular check-in with them
  • I’ve introduced them to the whole organisation and what each area does
  • I’ve sent them my organisation’s strategic plan and set up a time to talk them through how their work relates to it

During their probation period

  • I’ve set up regular catchups with them during their probation to give them the support they need to succeed
  • I’ve helped them develop and sign off their PDP