Over the next few weeks, schedule meetings with the employee to discuss the following:
- Employee's overall impressions. Find out how the employee perceives your department so far. If there are any problems or concerns, address them.
- Organization of the University. Spend time explaining the University's structure. Talk about where your department fits in and how it relates to other departments on campus.
- Mission statements. Discuss the mission statement of the University and how the goals and objectives of your department help support that mission.
- Performance evaluation process. Explain that you and the new employee will be developing a performance plan, discussing his/her progress and evaluating his/her performance. Explain the timing of appraisals and the methods you'll use to measure progress (see Chapter 7, Performance Management).
- Department work rules. Review your department's work rules with the new employee. Discuss attendance guidelines, call-in procedures, and requests for time off (see Chapter 8, Around the Office).
- Controlled substances. Explain that the University does not tolerate the use of illegal substances or abuse of legal substances on the premises or reporting to work in an unsafe condition. You are required by law to give the new employee a copy of the University of California Policy on Substance Abuse.
- Security. Discuss your department guidelines on security, such as keeping doors, cabinets, and file drawers locked.
- Safety. Review the University's policies and your department's policies on safety in the workplace with your new employee. Evacuation procedures, emergency preparedness guidelines, and the escort service should be included in this review (see Chapter 17, Health and Safety).
- Injuries on the job. Discuss procedures for handling injuries on the job. Tell the employee to report all job-related injuries to you, regardless of how minor (see Chapter 18, Disability Management).
- Training plan. Discuss your training plan with the employee. Consider incorporating any changes the employee suggests. Implement any changes that you both agree upon.
- Other resources. Tell the employee about any other resources that will help get the job done, Accounting, your department's Personnel Manager, or Mail Services.
- Employee Services. Describe the roles of the Ombudsperson, CARE Services, Wellness Program, and the Campus Personnel Office (see Chapter 17, Health and Safety).