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