Human Resources Supervisor Information: New Hire's First Week

New Hire Paperwork

Completed by OHR

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• OHR completes in-person portion of new hire paperwork with the new staff member:
  • I-9 identification documentation (Dining Services staff may complete the identification documentation within their department)
  • CORI (if applicable)
  • Schedule physical (if applicable)

Update Department Website

Completed by the Supervisor

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• Update the department website to include the new hire (if applicable)
• Provide editing ability to the new hire for internal webpages (if applicable)

Connect With Your New Hire

Completed by the Supervisor

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Meet with the new hire to help them feel welcomed and comfortable

• Ensure the new employee has completed the following key tasks of the Guides for a New Hire: First Week
  • Completed all of their tasks in Workday
  • Scheduled a Benefits Orientation (regular, non-casual employees only)
  • Completed the New Employee Acknowledgement Form (regular, non-casual employees only)
  • Contacted OHR for an ID Authorization Form (if applicable)
  • Visited the Parking Information & Regulation page and fill out the appropriate form (if applicable)
  • Is registered for the required trainings
    • Compliance and Ethics Training
    • Employee Sexual Respect Training
    • Environmental and Health Safety trainings (an invitation will be sent from notice@traincaster.com for applicable positions)
    • IT Security Awareness Program (Amherst CyberSecurity Training invitation will be sent by email from the KnowBe4 platform)
    • Title IX Training (an email will be sent from the Civil Rights and Title IX Office.  New hires can also access the training on the Title IX Training drive)
  • (New Supervisors Only) Started Foundations of Supervision New Supervisor Onboarding Modules 1-5 (must be completed within the first 2 weeks)
• Provide the Welcome Packet (see "Preparation for New Hire's Start Date" section in When the New Employee is Hired)
• Ensure they know basic necessities:
  • ON CAMPUS STAFF
    • Location of the bathroom
    • Where to take break
    • Shared kitchen/kitchenette space
    • Emergency exits and procedures
  • ALL STAFF
    • College Holiday Schedule
    • Weather Closure Phone Number
    • Who reports to them (if applicable) and who do they report to 
    • Who to contact for assistance and how to contact them
      • Within the office
      • Accessibility Resources
      • Amherst College Police (emergency and non-emergency contact)
      • Facilities Department
      • Ombudsperson
      • Office of Human Resources
      • Office of Workforce Equity and Inclusive Leadership
      • Technical support / IT
• Encourage the new hire to read the Daily Mammoth email and weekly OHR Newsletter for community updates and announcements.
• Provide an overview of your department's purpose, structure, and goals. Explain how it contributes to the Amherst College community.
• Review their job description and discuss the duties and expectations. Explain how their job fits within the department.
• Provide an overview of the job's priorities and what should be accomplished daily, weekly, monthly.
  • The staff member and supervisor should start to discuss and identify (but not begin) possible projects that the staff member can work on early. Ideally, these will be projects that have both utility and meaning to the new staff person or alignment with something they want to achieve. Staff should have opportunities to use their signature strengths every day from the start.
• Provide an overview of team meetings, department meetings, divisional meetings, College meetings, or other regularly occurring meetings (as applicable).
• Share the process for scheduling meetings and how your team manages and/or shares calendars (as applicable).
• Explain the best platforms for communication and connection (email, zoom, slack, phone, etc.). 
• Clarify the expectations for when team members are to be online and/or available. 
• Discuss preferences to share and receive meaningful feedback.
• Create a schedule for regular check ins.  If possible, the supervisor should meet at least once a week with the new staff member for the first month.