{"id":3516,"date":"2014-09-11T19:56:01","date_gmt":"2014-09-12T02:56:01","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=3516"},"modified":"2014-09-11T19:56:01","modified_gmt":"2014-09-12T02:56:01","slug":"onboarding-new-employee","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/onboarding-new-employee\/","title":{"rendered":"Onboarding the New Employee"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/onboarding-new-employee\/attachment\/onboarding-cox\/\" rel=\"attachment wp-att-3517\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-3517\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/09\/onboarding..cox_.jpg\" alt=\"onboarding_new_employee\" width=\"452\" height=\"486\" \/><\/a>Based on my experience, some of today\u2019s employees need a more hands-on approach to work ethic expectations. The best time to do that is when he or she starts with your entity. However, like many of you, I struggle with not only the \u201cwhat,\u201d but also the \u201chow\u201d of that process. So, I will endeavor to provide something of a blueprint, a DIY method, of on-boarding and topics to cover.<\/p>\n<p><strong>MEET &amp; GREET:<\/strong> It is never a bad idea to have a meet-and-greet of your new hires. This sets the tone and tenor of their journey with your department. Have a script of the things, which I am about to give you, that you want to talk about. It is ok, now, to ask some personal questions that you may have felt inappropriate at the interview, such as, hobbies, interests, family, and goals and objectives. In my humble opinion, you should know as much about your subordinates as they will let you know. What are their kid\u2019s names? How old are they? You want to be seen as personable and caring. Is that such a bad thing? You would be surprised how important, especially to the Gen Y employee, this is.<\/p>\n<p><strong>NITTY GRITTY:<\/strong> Now, get into the nitty-gritty of your expectations, like showing up on-time and remaining at work for the entire day. I know you\u2019re thinking, \u201cshouldn\u2019t they already know that?\u201d Not necessarily.<\/p>\n<p>Recently, we had a new hire, a college graduate, who was in training phase, just gets up and went home expressing the message, as she walked out the door, \u201cI am tired.\u201d Well, this could have been a career ending event, but we took this as an opportunity to have a teaching moment. She was extremely embarrassed and apologetic.<\/p>\n<p><strong>LIST OF TOPICS:<\/strong> Here are a couple of topics that I have found need to be put on the table and discussed. You can add to or take away from this list. <span style=\"text-decoration: underline;\"><em>Here we go:<\/em><\/span><\/p>\n<p><span style=\"text-decoration: underline;\">Drama<\/span> \u2013 no one wants drama. We have a sentence in our job descriptions that informs all employees, at every position, that their job includes creating a harmonious work environment \u2013 working well with others. Besides the number one reason for people to leave an organization, a first line supervisor, drama is listed very high on reasons people leave.<\/p>\n<p><span style=\"text-decoration: underline;\">Whining, sniveling, malcontents<\/span> \u2013 need not stick around. Which, in a way, goes to \u201cno drama,\u201d but this needs real explaining. Where a person sees themselves and their role in the organization defines them and their attitude. These types of employees kill and maim an organization and demoralize the people who work in them. Do not tolerate it and let them know you do not.<\/p>\n<p><span style=\"text-decoration: underline;\">Fair Day\u2019s Work for a Fair Day\u2019s Pay<\/span> \u2013 meaning, they should be put on notice that work is done here.<\/p>\n<p><span style=\"text-decoration: underline;\">Have Fun<\/span> \u2013 Let the new employee know that it is ok, even expected, to have fun at work.<\/p>\n<p><span style=\"text-decoration: underline;\">Self-improvement<\/span> \u2013 This does two things; lets them know you care and creates the idea that your expect them to be committed to life-long learning.<\/p>\n<p><span style=\"text-decoration: underline;\">6Ps<\/span> \u2013 The motto of our agency is the 6 Ps, meaning Prior Proper Planning Prevents Poor Performance. Don\u2019t be a blamer, be a producer. The only person \u201cyou\u201d can blame for not accomplishing a task is \u201cyou.\u201d We don\u2019t do the whole \u201cthrow people under the bus thing.\u201d Well, unless it is in a fun creating environment.<\/p>\n<p><span style=\"text-decoration: underline;\">Early is on Time, On Time is Late<\/span> \u2013 create the idea that we are an organization that depends on each other and that dependability starts with being at work, ready to perform duties, on-time \u2013 not 5 minutes after start time.<\/p>\n<p><span style=\"text-decoration: underline;\">Lying<\/span> \u2013 Most of the problems or behaviors employees get into are minor in nature and can be handled positively, by the way look into Education Based Discipline rather than suspensions without pay, but make it very clear, if you lie during any phase of work, termination is the only alternative. This is serious stuff folks. So, get this out of the way, very quickly, set the standard and uphold this standard.<\/p>\n<p>Finally, let them know you care about them. Be a mentor, coach and leader.<\/p>\n<p>Have fun and keep in mind that you are responsible for setting the tone, climate and atmosphere of your organization.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Based on my experience, some of today\u2019s employees need a more hands-on approach to work ethic expectations. The best time to do that is when he or she starts with your entity. However, like many of you, I struggle with not only the \u201cwhat,\u201d but also the \u201chow\u201d of that process. So, I will endeavor [&hellip;]<\/p>\n","protected":false},"author":2879,"featured_media":3517,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[32],"tags":[8,38],"class_list":["post-3516","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-on-the-job","tag-leadership","tag-management-government-administration"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Onboarding the New Employee - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/onboarding-new-employee\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Onboarding the New Employee - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Based on my experience, some of today\u2019s employees need a more hands-on approach to work ethic expectations. The best time to do that is when he or she starts with your entity. However, like many of you, I struggle with not only the \u201cwhat,\u201d but also the \u201chow\u201d of that process. 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Cox\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@murphytex\" \/>\n<meta name=\"twitter:site\" content=\"@careersingov\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"G.M. Cox\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/onboarding-new-employee\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/career-advice\\\/on-the-job\\\/onboarding-new-employee\\\/\"},\"author\":{\"name\":\"G.M. 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Upon his honorable separation from the USAF after 6 years of service, he entered Sam Houston State University and earned his Bachelor of Science degree in Law Enforcement and Police Science. He graduated Summa Cum Laude and Alpha Chi. G. M. became a patrol deputy for the Montgomery County Sheriff\u2019s Department (Texas) and was assigned to serve in the city of Oak Ridge North, Texas. After 18 months in this role, he was hired as the first chief of police for Oak Ridge North with only 30 days to create a fully functional and staffed law enforcement agency. Along with his education, his experience as an assistant shift supervisor, records manager and crime prevention specialist with the Air Force, G. M.\u2019s patrol experience as a deputy made him uniquely qualified to head this city\u2019s first police department. While performing duties as the chief of a small suburban police agency, G. M. earned his Master of Science degree from Sam Houston State University in Criminal Justice Management. His graduate paper, \u201cCareer Path Development in Small Law Enforcement Agencies\u201d was published in the Texas Police Journal. This would prove to be the first of many articles published by G. M. in not only the Texas Police Journal, but also in the Texas Police Chief. G. M. served a short period as a city administrator and director of police services for Oak Ridge North before leaving for the Chief\u2019s position in Lamesa, Texas. While there, G. M. attended the 165th Session (1991) of the FBI National Academy. He also started the long journey of achieving the coveted designation as a graduate of the Leadership Command College (LCC) of the Law Enforcement Management Institute of Texas. After leaving Lamesa, he found himself in the middle of a community in crisis as the Chief in Corsicana, Texas. While in Corsicana, he was instrumental in the creation of the motorcycle, bike, Neighborhood Policing, Crime Interdiction, K9, and mounted units. He also was the founder of the 100 Club of Corsicana-Navarro County and the Corsicana Crime Commission. G.M. served as the President of the Texas Police Chiefs\u2019 Association (2005-06) and was the first Chairman of the TPCA\u2019s charity foundation. He served five years as the Texas Municipal League board member representing the TPCA. He was chosen as the Officer of the Year for 1996 and 1997 by the Navarro County Peace Officers\u2019 Association. G. M. has also served as a board member of the YMCA in Corsicana and Chairman of both the Advisory Board for the Navarro College Regional Police Academy and Criminal Justice Curriculum committee. G. M. is also a court qualified mediator. He is a licensed law enforcement instructor and security inspector, with a Master Peace Officer certificate, issued by the Texas Commission on Law Enforcement Standards and Education. G. M. was also a senior active Rotarian in the Corsicana Rotary Club and a Paul Harris Fellow. Besides his law enforcement duties, he has been an adjunct faculty member of several colleges including Howard College, Navarro College, Texas A &amp; M University \u2013 Commerce and The University of Texas at Arlington. Most recently, Dr. Cox taught a graduate course in theoretical criminology and an undergraduate course in security systems in the spring semester of UTA. In 2003, G. M. was admitted to the graduate school at the University of Texas-Arlington in the School of Urban and Public Affairs to pursue his PhD in public administration. Dr. Cox, aka Dr. Chief, graduated in 2011 with a Ph.D. in Public and Urban Administration from UTA. His dissertation, Crisis in Police Recruitment: Public Service Motivation and Changes in Generational Preferences is the basis for work he is currently doing with the Law Enforcement Management Institute of Texas, LEMIT, in its Texas Police Chiefs Leadership Series and 2nd in Command training programs. He is also working with the Leadership Command College of LEMIT in the area of emerging issues in law enforcement and policing. After over 15 years as the chief of Corsicana, G. M. retired from Corsicana on October 1, 2008. As of October 13, 2008, G. 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Cox","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/9ec57b4ff751861f1f7231d0fb31929dec8f95ede87bdc2ab4a1f5ef0bcf415a?s=96&d=mm&r=g","caption":"G.M. Cox"},"description":"G. M. Cox, a veteran chief of police of 32 years, brings the full spectrum of policing, managerial, and leadership experience to the role of leading a modern police agency. Overall, he has over 40 years of law enforcement experience starting as a law enforcement specialist in the United States Air Force. Upon his honorable separation from the USAF after 6 years of service, he entered Sam Houston State University and earned his Bachelor of Science degree in Law Enforcement and Police Science. He graduated Summa Cum Laude and Alpha Chi. G. M. became a patrol deputy for the Montgomery County Sheriff\u2019s Department (Texas) and was assigned to serve in the city of Oak Ridge North, Texas. After 18 months in this role, he was hired as the first chief of police for Oak Ridge North with only 30 days to create a fully functional and staffed law enforcement agency. Along with his education, his experience as an assistant shift supervisor, records manager and crime prevention specialist with the Air Force, G. M.\u2019s patrol experience as a deputy made him uniquely qualified to head this city\u2019s first police department. While performing duties as the chief of a small suburban police agency, G. M. earned his Master of Science degree from Sam Houston State University in Criminal Justice Management. His graduate paper, \u201cCareer Path Development in Small Law Enforcement Agencies\u201d was published in the Texas Police Journal. This would prove to be the first of many articles published by G. M. in not only the Texas Police Journal, but also in the Texas Police Chief. G. M. served a short period as a city administrator and director of police services for Oak Ridge North before leaving for the Chief\u2019s position in Lamesa, Texas. While there, G. M. attended the 165th Session (1991) of the FBI National Academy. He also started the long journey of achieving the coveted designation as a graduate of the Leadership Command College (LCC) of the Law Enforcement Management Institute of Texas. After leaving Lamesa, he found himself in the middle of a community in crisis as the Chief in Corsicana, Texas. While in Corsicana, he was instrumental in the creation of the motorcycle, bike, Neighborhood Policing, Crime Interdiction, K9, and mounted units. He also was the founder of the 100 Club of Corsicana-Navarro County and the Corsicana Crime Commission. G.M. served as the President of the Texas Police Chiefs\u2019 Association (2005-06) and was the first Chairman of the TPCA\u2019s charity foundation. He served five years as the Texas Municipal League board member representing the TPCA. He was chosen as the Officer of the Year for 1996 and 1997 by the Navarro County Peace Officers\u2019 Association. G. M. has also served as a board member of the YMCA in Corsicana and Chairman of both the Advisory Board for the Navarro College Regional Police Academy and Criminal Justice Curriculum committee. G. M. is also a court qualified mediator. He is a licensed law enforcement instructor and security inspector, with a Master Peace Officer certificate, issued by the Texas Commission on Law Enforcement Standards and Education. G. M. was also a senior active Rotarian in the Corsicana Rotary Club and a Paul Harris Fellow. Besides his law enforcement duties, he has been an adjunct faculty member of several colleges including Howard College, Navarro College, Texas A &amp; M University \u2013 Commerce and The University of Texas at Arlington. Most recently, Dr. Cox taught a graduate course in theoretical criminology and an undergraduate course in security systems in the spring semester of UTA. In 2003, G. M. was admitted to the graduate school at the University of Texas-Arlington in the School of Urban and Public Affairs to pursue his PhD in public administration. Dr. Cox, aka Dr. Chief, graduated in 2011 with a Ph.D. in Public and Urban Administration from UTA. His dissertation, Crisis in Police Recruitment: Public Service Motivation and Changes in Generational Preferences is the basis for work he is currently doing with the Law Enforcement Management Institute of Texas, LEMIT, in its Texas Police Chiefs Leadership Series and 2nd in Command training programs. He is also working with the Leadership Command College of LEMIT in the area of emerging issues in law enforcement and policing. After over 15 years as the chief of Corsicana, G. M. retired from Corsicana on October 1, 2008. As of October 13, 2008, G. M. became the third full-time chief of police for the City of Murphy (Texas) where he is still serving as Dr. Chief.","sameAs":["http:\/\/www.murphytx.org","https:\/\/www.facebook.com\/cityofmurphy","https:\/\/x.com\/murphytex"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/g-m-c\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3516","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/2879"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=3516"}],"version-history":[{"count":2,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3516\/revisions"}],"predecessor-version":[{"id":3519,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3516\/revisions\/3519"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/3517"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=3516"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=3516"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=3516"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}