Once your new employee has settled into the position, onboarding shifts focus to their long-term success.
At this stage, the process aims to engage your new employee in their own development and create excitement about achieving organizational goals. You can engage your employee by fostering meaningful work, promoting work-life effectiveness and advancing career development. Now is the time to encourage your new employee to get involved in the greater campus community.
Training and Development
- Ask your new employee what training and development opportunities are of interest to them.
- Discuss development opportunities that will directly enhance job performance.
- Discuss which opportunities may be appropriate and how they fit into the strategic plan for the department.
- Incorporate these interests and opportunities into the Individual Development Plan (IDP).
- Talk about professional development and continuing education and educational tuition assistance.
- Review the UC Davis Career Management Toolkit.
- Create opportunities for your new employee to interact with a greater cross section of the campus community.
- Performance expectations
- Employee Performance Appraisals
- Use appropriate forms for represented and non-represented positions
- Summarize employee’s contributions over the entire appraisal period
- Set goals for the coming year
Use creative methods to recognize regularly your employees for the work they do (e.g., celebrations and spot awards).
- Employee Recognition Programs
- Chancellor’s Achievement Awards
- Diversity and Principles of Community Achievement Awards
- Staff Assembly Citation for Excellence
- Encourage your new employee to explore the wide array of opportunities for involvement in the interests, initiatives and activities of the greater campus community.