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Onboarding for new employees

Welcome to Bridgewater College. There’s a lot to learn about the college as a new employee and these checklists are meant to help guide you on a path for success.

For New Employees

We are dedicated to supporting new staff with the resources and guidance they need for a successful transition. This timeline outlines key steps and important milestones to help navigate the onboarding process. 🔑 notates protected content

View every stage of your onboarding

Prior to your start date

  • Accept your offer letter. This will initiate your background check and onboarding process
  • Review and complete the new hire checklist, sent securely by our HR Team which includes Employment Eligibility Verification I-9 Form, Staff Handbook or Faculty Handbook for policies
  • Receive or request an itinerary that includes a schedule, where to park, where to report
  • If your work requires any specialty equipment or software, discuss with your supervisor
  • Other campus resources to familiarize yourself with:

First day

First week

First month

  • Attend a campus tour with a cohort of new employees led by a Student Ambassador through the Office of Admissions. Tours will be offered monthly from September through May and are designed specifically for new staff and faculty to get more familiar with campus and build social connections with colleagues in different offices.
  • Review college’s strategic plan and department’s goals and objectives for the year
  • Meet with a mentor outside your department through the Co-Pilot program. The Co-Pilot Program is a peer support initiative that pairs each new employee with a current member of the campus community—a “co-pilot”—to help them navigate their first year.
  • Attend faculty assembly if applicable

First year

Months 2-3

  • Prepare for or initiate a 90-day discussion with your supervisor to review your progress in meeting the requirements of the position
  • Identify potential skill gaps to be addressed through training and professional development

Months 4-6

  • Check-in on the progress of your contributions to your department’s Goals and Objectives
  • Assess your personal goals and objectives related to annual Performance Review

Months 7-12

  • Complete and discuss Performance Review with your supervisor
  • Contribute to the annual assessment of department’s Goals and Objectives
  • Participate in your department’s annual Goals and Objectives development

For Managers of New Employees

Managers are key to supporting new employees as they begin their path to a successful and rewarding career. This timeline outlines essential steps and considerations for effectively planning and guiding a new hire.

  • Connect with your new hire at least 14 days prior to their start date to welcome them
  • Identify staff in your department to assist with onboarding, including role-specific responsibilities, task training and introductions to colleagues
  • Outline and share a first day itinerary with your new hire including schedule, where to park, when/where to report and HR and IT training details
  • If your new hire has an assigned office, make arrangements for their office key and ensure IT is aware of any specialized equipment/software needed
  • Communicate the arrival to your department staff
  • Ensure your new hire is comfortable walking to their HR and IT training sessions
  • Provide your new hire with keys and a tour of the office and surrounding relevant spaces on campus as necessary
  • Familiarize them with nearest exits, bathrooms, fire extinguishers, water fountain, etc.
  • Discuss HR training modules and outline the timeline for completion within first week of hire
  • Confirm computer setup is satisfactory
  • Create an informal space for your department to meet the new hire (lunch, coffee, etc)
  • Assist with placing order for nametags, business cards and office placards
  • Review your new hire’s job description and set expectations
  • Familiarize them with nearest exits, bathrooms, fire extinguishers, water fountain, etc.
  • Communicate the arrival of your new hire with key contacts across campus
  • Visit relevant spaces on campus your new hire must be familiar with to complete their work
  • Ensure your new hire has completed all HR training satisfactorily by end of first week. HR will communicate this during orientation
  • Talk to your new hire about faculty assemblies if applicable
  • Regularly check in with your employee. A recurring weekly one-on-one meeting is ideal to start
  • Schedule a meeting to discuss annual Performance Review processes and goal setting

Months 2–3

  • Schedule and conduct a 90-day discussion with your employee to review their progress in meeting the requirements of the position
  • Discuss perceived skill gaps and suggest training and professional development

Months 4–6

  • Coach your employee on available resources and colleagues on campus to grow professional network
  • Identify opportunities on campus for your employee to contribute

Months 7–12

  • Schedule and conduct Performance Review with your employee
  • Seek input from your employee on their contributions to your department’s annual Goals and Objectives development
  • Begin to plan for the next year’s goals
  • Celebrate your employee’s milestones and progress