The First Week: Getting Off to a Good Start

Every UC Davis employee deserves a warm welcome and solid foundation.

The rest of the week will build upon the foundation laid on the first day. It is important to remain available and approachable. Make sure two-way communication continues to be a priority. Focus on how the specific duties and responsibilities of your new employee’s job support departmental and university missions. Start the review of policies and procedures with the most important and relevant ones, adding as your new employee learns related processes. Be sure to schedule time at the end of the first week for a summary check-in with your new employee.

Work Environment

Computing Access


  • Be sure your new employee completes the New Employee Orientation e-course and registers to attend the in-person Employee Benefits Orientation within the first 30 days.
  • Address whatever questions arise from orientation.
  • Consider any other orientation program that is specific to your new employee’s position.
  • Set up a brief meeting with the employee and assigned buddy to talk about the first week’s activities.
  • Introduce the university and campus missions and values.
  • Review department and division organizational charts. Discuss how they relate to the overall campus structure.
  • Describe the work environment and culture of your department (teams, working alone, supervising others).
  • Discuss the campus Principles of Community.
  • Mention the Diversity Calendar published by Student Housing.
  • Review the schedule of staff meetings or other standing activities.

Policies, Procedure and Paperwork

Training and Development

Performance Management

  • Review position description to ensure clear understanding of job duties and responsibilities.
  • Define customer base and discuss expectations for customer service.
  • Establish performance expectations and means of assessment.
  • Review when and how to check-in and ask for help regarding assignments.
    • Emphasize the importance of ongoing, open communication
  • Discuss probationary period (if applicable).
  • Introduce performance appraisal process schedule.
  • Provide initial assignments that will allow your new employee to demonstrate his/her prior knowledge, competencies or ability to learn quickly.