Onboarding

The onboarding checklist groups the work associated with a new hire, rehire, transfer or departure. Each task carries a category, assigned employee, due date and status. Admin can distinguish work that has begun from work that is blocked and can inspect completion evidence where a task requires it. The checklist has its own start date and target completion date, so the team can plan work before the employee’s first day.

• Checklist. Admin links the transition checklist to an employee and sets its dates.
• Task owner. Admin assigns each task to a named employee with a category and due date.
• Completion. Admin checks task evidence and status before updating checklist progress.

Agree which tasks belong to HR, payroll, the manager and the new hire for each transition. Assign a named employee to each task rather than relying on a category alone. Check whether the role responsible for a task has the record access it needs. The employee record should identify the department, location and manager that the person joins; those links also help route practical preparation.

Agree which checklist type applies to a hire, transfer, rehire or departure. Admin maintains checklists and tasks; HR Business Partner maintains the employee and employment history records. Name an employee for each practical task and decide how that person reports completion to Admin. Rehearse a blocked equipment task and a completed payroll task so the checklist reflects actual work.

Rehearse a new colleague joining a remote team. Open the employee record, create an onboarding checklist and assign the equipment and payroll tasks to named employees. Set due dates relative to the start date. Mark one task in progress, block another with a clear reason in its evidence, and complete a third only after Admin records the outcome confirmed by the assignee. Review the checklist status against those tasks and confirm the owner can see what remains open.

• Onboarding Work — Assigned tasks still pending, underway or blocked.
• Active Employees — The employee record used to confirm the new hire’s team and location.

Start with the hiring path for a new colleague. Then use the operating cycle or the review cycle as the employee’s work continues. See the data model when mapping an existing register.