Onboarding and orienting new employees

The manager's role

Employee onboarding is a collaborative process, meaning all of us have a role in helping new employees to become productive and successful members of our UVic community.

As a team leader, you have an important role to play in a new employee’s introduction to our organization. In addition to ensuring the new employee participates in and completes various policy and learning objectives, you have a responsibility to provide a series of positive onboarding experiences that welcome them to their job, to the people they work with, and to the university.

A comprehensive department onboarding will make the new employee feel comfortable and valued as a new member of the team, provide access to necessary information and resources, thereby influencing the new employee's ability to perform and to become a productive member of your department/faculty, and the university.

Tools and resources to get you started

These tools will help you deliver a consistent message, achieve department onboarding outcomes, and make onboarding a successful and enjoyable experience for both you and your new employee.

The Onboarding Checklist will help guide you through the process and should be customized to include department and position specific onboarding. The Onboarding Checklist for Supervisors serves as a high-level guideline of onboarding tasks and their strategic connections for you to consider when integrating new team members.

The Employee Handbook and Indigenous Employee Guide will provide your new hire with general information about working at UVic.

Manager's responsibilities

Although organizational systems, policies and culture impact employee satisfication and commitment, studies illustrate that the employee-manager relationship is key to the employee's decision to stay with an organization.

As a manager, you have a critical role in creating a healthy working environment for the new employee and for ensuring that the new employee's first impressions are positive.

You will be:

  • helping to develop a positive employee-manager relationship;
  • establishing an environment of trust and honesty;
  • ensuring effective two-way communication between manager and new employee; and,
  • influencing the new employee's impressions and attitudes about the workplace.

Probationary/Trial Review

The performance development process is a strength-based approach that focuses on employee growth, existing strengths, enhancing performance and developing new skills and knowledge.

Additional information

Select university policies