Three people on a table filled with sticky notes

During an Employee’s First 30 Days and Beyond

Review Department Culture and Organizational Structure

Familiarize the new employee with your department's culture, work environment, and any traditions or practices to ensure their immediate inclusion and integration. This includes clarifying the department's mission and objectives, outlining how their role directly contributes to achieving these goals.  

Also review the organizational structure for your unit, including levels of supervision above and below the employee’s position. Share the protocol for communicating with staff within and outside of the chain of command.

Involve Your Employee in Department Meetings

Let the employee know about staff meetings, safety meetings, or other meetings held regularly and how often. Make sure they know where and when to report for the meetings and that they are added to any group calendar events. Also, be sure to introduce them at the first meetings they attend.

Remind Your Employee to Enroll in Benefits

Ensure the employee attends the new employee and benefits orientation. Health coverage begins on the first day of the month concurrent with, or following, the effective date of their date of hire. If they begin after the first day of the month, then coverage will not begin until the first day of the following month. For new employees, they must enroll before the end of their effective month.

Encourage your employee to review the Benefits webpage for more information, and remind them that they must log in to the PEBP Portal to select their desired coverage to avoid being defaulted in the PPO HRA plan.

Review Required Training

Provide details on required training in REBELearn, on-the-job training, safety training, and other systems training (Workday, myUNLV, WebCampus, etc.).

Schedule Regular Supervisor Meetings

By checking in regularly with your new employee, you can ensure they have a strong foundation of knowledge, feel supported, and are well-equipped to be successful in their new role. Consider the following:

  • Establish one-on-one “check-in” at 30, 60, and 90 days to provide and receive feedback on how the job is going for both the employee and the department.  
  • Provide further training or clarification when needed.
  • Discuss skill development, training programs, and career growth within the company.

Utilize Rebel Applause to provide positive feedback and acknowledge their contributions during the onboarding stage. Encourage the team to do the same.

Help Your Employee Connect to UNLV

Fostering a sense of belonging and connection among new employees is essential for creating a positive, productive, and resilient workplace. Here are some ways to help them:

  • Discuss UNLV Today articles
  • Go on a coffee break or lunch together
  • Include team building activities at meetings
  • Invite them to a Rebel event 
  • Share notable spots on campus, like The Talisman
  • Visit the campus community garden or rose garden

Learn more ways to connect on the Rebels: Onboard page.

Help Your Employee Excel Beyond Their Onboarding

Helping your new employee beyond the onboarding process can contribute to long-term performance, professional growth, employee engagement, and a positive organizational culture.

Celebrate Milestones and Recognize Achievements

  • Acknowledge their use of UNLV Values, project completions, work anniversaries, or other milestones in Rebel Applause.
  • Tailor recognition to the individual’s preferences.  They may prefer a written note or a favorite snack.
  • Highlight the impact of their contributions at team meetings or through team email threads.
  • Encourage them to recognize peers as this promotes a culture of teamwork and shared success.

Establish Clear Expectations and Realistic Goals

  • Clearly outline job responsibilities, performance expectations, and goals.
  • Work with the new employee to set achievable, challenging goals.
  • Break down large tasks into smaller milestones to provide a sense of accomplishment.
  • Address any challenges they face promptly.
  • Be supportive and provide assistance to overcome obstacles.
  • Provide regular, constructive feedback on their performance.
  • Visit the Employee Relations website for guidance, direction, support, and resources on employee relations matters.

Formulate a Professional Development Plan

  • Provide on-the-job training or job shadowing.
  • Encourage them to attend learning and development opportunities including HRPD seminars, training academies, online professional development, and more.
  • Allow them to make decisions within their scope of work. 
  • Clearly define their objectives which could be acquiring a new skill, expanding their knowledge, or pursuing a certification.
  • Prioritize goals and set a timeline.

Lead by Example

  • Demonstrate the work ethic, attitude, and behavior expected from employees.
  • Exemplify our campus values to guide our decisions and actions.
  • Maintain an open-door policy. 
  • Encourage new employees to ask questions, seek clarification, and discuss concerns.
  • Foster a collaborative environment where all employees are included and respected when working together.
  • Model a healthy work-life balance.
  • Discourage overworking and ensure they take breaks to prevent burnout.
  • Promote a culture of well-being by inspiring them to adopt healthy lifestyle practices.