Onboarding Employee Training Checklist

Prepared by: [Your Name]

Company: [Your Company Name]

Date: [Date]

1. Pre-Boarding (Before Employee’s First Day)

• Send Welcome Email with first-day instructions.

• Prepare work station (computer, desk, etc.).

• Set up employees' email addresses, accounts, and necessary software.

• Ensure all required documents (ID, tax forms, etc.) are submitted.

• Schedule orientation session with HR.

• Create a company-wide introduction (if applicable).

2. Day 1: Introduction to the Organization

• Welcome meeting with HR.

• Introduce employee to team and key colleagues.

• Provide an office tour (if in-person).

• Review company culture, values, and mission.

• Review company policies and procedures (attendance, code of conduct, etc.).

• Set up employee benefits enrollment (healthcare, insurance, etc.).

• Issue employee handbook.

• Review IT systems access and security protocols.

3. Week 1: Role-Specific Training

• Introduction to immediate team members and leaders.

• Assign mentor or buddy.

• Provide job-specific training materials or resources.

• Begin hands-on training for software/tools used in role.

• Review day-to-day responsibilities and expectations.

• Set up communication channels (email, Slack, etc.).

• Walk through key projects and tasks.

• Check-in with manager for feedback and address any concerns.

4. Week 2-4: Continued Training & Integration

• Begin working on assigned projects/tasks.

• Attend team meetings (and introduce employee to how meetings are run).

• Participate in any scheduled group training sessions.

• Review job performance and provide initial feedback.

• Offer further resources or training as needed (courses, certifications, etc.).

• Discuss company tools and resources available to employees.

• Encourage networking within the company.

5. 30, 60, and 90 Day Check-ins

• Schedule 30-day performance review and feedback.

• Schedule 60-day performance review and check-in.

• Schedule 90-day performance review to discuss progress and goals.

• Discuss long-term career growth and development within the organization.

• Adjust any training or resources based on feedback.

6. Ongoing Support

• Set up recurring check-ins with manager (weekly/monthly).

• Regular team meetings and development opportunities.

• Encourage participation in internal training or workshops.

• Review development plan and career growth opportunities regularly.

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