ON-BOARDING PROCESS

STEP 1: Setting Expected Performance Standards

STEP 2: Application Screening

STEP 3: Peer Interview

STEP 4: Offer of Employment

STEP 5: New Hire Orientation

STEP 6: 30 Day Retention Meeting

STEP 7: 90 Day Evaluation and Recap

STEP 8: Establish a Mentor(s) of Choice

STEP 9: 1st Year Service Anniversary Graduation

TURNOVER BY TENURE FY 2003

0%

5%

10%

15%

20%

25%

>4 Months 4 - 6 Months 6 Months to 1Year

1 Year to 3Years

THE PHILOSOPHY OF ON-BOARDING

To help new employees feel that they are part

of a larger organization and that they are both

welcome in organization and in the department.

ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION

The On-boarding process is a step process that

helps assimilate new employees into the organization.

It begins with communicating BHE’s mission, vision,

values, and the expected standards of performance during the application process.

It ends with the employee celebrating their first year of employment with BHE.

ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION

Helps convey the culture of the organization, so that work performance and work related decisions are made that are in line with accepted practices, that contributes to the organization functions smoothly.

Expedites in getting the new employee up to speed and productive.

Aligns expected work related behaviors with the standards of performance.

GOALS OF ON BOARDING

Assimilation of new employees into the organization/department

Smoother operating functions and processes Lower turnover/increased retention Increased employee satisfaction Support the standard of performance;

Ownership/Stewardship

GOALS OF ON BOADING

Cultivate BHE’s image as “The Best Place to Work”

Solidify a competitive advantage and supports P.R.I.D.E.

Build teamwork and input into the hiring process by the employees.

Provide a safe, belonging and acceptance culture

STEP 1: SETTING EXPECTED PREFORMANCE STANDARDSApplicants are provided with a

copy of BHE’s Standards of

Performane prior to formally

applying for a position at

BHE.

The applicant is provided the

opportunity to review and sign

the form as agreement to

abide by and for understanding

of the standards to be

performed as expected of all BHE employees.

STEP 2: SCREENING TO SELECT CANDIDATES

Every applicant is greeted by a HR staff member.

All applications are reviewed

immediately. If qualified, the

applicant is interviewed

immediately by a recruiter or

hiring manager for all critical positions.

STEP 2: SCREENING TO SELECT CANDIDATES

A Realistic Job Preview for a candidate will include, tour of the respective department, a peer interview, introduction to staff, behavioral based interview, job shadowing, review of the job description, and performance standards.

STEP 2: SCREENING TO SELECT CANDIDATES

Hiring manager completes initial interview with screened candidate.

Hiring manager forwards candidate to peer interviewers when assessed as a good fit.

Hiring manager selects 2-4 peers to interview the candidate.

STEP 3: PEER INTERVIEW

Definition of a Peer:

Peers are those who

will be working most

closely with the person

or receiving service

from the position.

STEP 3: PEER INTERVIEW

Hiring Manager Completes initial

interview with applicants Selects peers to

interview Forwards candidate to

peer to shadow Candidate to shadow

for 15-20 minutes.

STEP 3: PEER INTERVIEWING

Peer Interview Consists of 2-4 peers Will use the defined behavioral

based questions Each interviewer will ask a

predetermined number of questions The goal of the peer interview will

be to listen to the candidates responses

Each peer will rate the candidate The designated team leader will be

responsible for returning completed rating forms to the manager.

STEP 4: OFFER OF EMPLOYMENT

The hiring manager to complete a contingent offer letter for candidates who are to be considered for hire

HR to mail formal welcome and hiring letter to selected candidates for hire

Hiring manager call new hire prior to orientation

STEP 4: NEW HIRE ORIENTATION

Goal: To provide a safe welcoming environment

Manager greeting on the morning of new hire orientation Continental breakfast Welcome from Human Resources Welcome from CEO or VP Lunch with Manager or designee

STEP 6: 30 DAY RETENTION MEETING

Between the manager and new hire.

Goals:

1. To find out how the new employee is adjusting to their new job

2. To ascertain valuable information from the new employee to continually improve processes.

3. To solidify the relationship between the manager and new employee.

4. To provide a safe avenue of communication for the new employee.

5. To reinforce question asked by the manager to the new hire.

STEP 6: 30 DAY RETENTION MEETING

Questions to be asked by the Manager in the 30 day

meeting:

1. How do we compare with what we said in your interview process?

2. Based on your past experience, what systems or ideas do you feel could improve our operations?

3. Have any individuals been really helpful to you?

4. Are there any reasons/situations that are occurring that would make you think about leaving?

STEP 6: 30 DAY RETENTION MEETING

Manager to document new employee’s responses on 30 Day Retention Questionnaire

Manager to follow-up with new hire as appropriate and formally with the 90 day evaluation.

Manager to close by stating: “We realize that having the right people is the key to having the best place to work and providing the best care to our patients. I want to make sure that we are doing everything we can to assist you in being successful here at BHE. We want this to be the best place you ever worked.”

STEP 7: 90 DAY EVALUATION

Manager to provide answers to question or suggestions made at the 30 Day Retention Meeting

STEP 9: FIRST YEAR GRADUATION

First year graduation held 1 time per quarter.

ON-BOARDING FOCUS GROUP SERIES

Series one at the 3-4 months of employment Series two at 6-8 months of employment Final focus group at one year of employment

See BHE On-Boarding Sample Series Program