Onboarding and separation

An onboarding checklist belongs to an employee, has a type, start date, target completion and status. Its tasks have a category, assignee, due date, evidence and completion status. The same structure can hold onboarding, offboarding, transfer and rehire work. Admin can see what is still pending without treating a checklist total as proof that each assigned person finished their task.

Admin agrees the task template and dates with HR Business Partner. Categories include IT, Facilities, Payroll, HR, Compliance, Manager, Buddy, Training and Selfserve. A task is actionable only after an employee assignee and due date are set. The team should decide who records completion evidence and what to do when a task is Blocked or Skipped. A separation should have a dated employment history event and an offboarding checklist tied to the same person.

• Checklist. Admin creates a checklist for the employee and selects onboarding, offboarding, transfer or rehire.
• Assignment. Admin gives each task an employee assignee, category and due date.
• Employment event. HR Business Partner records the dated hire, transfer or termination in employment history.

Admin and HR Business Partner agree which task categories apply to each checklist type and who reports completed work to Admin. The configured Admin role maintains checklists and tasks; HR Business Partner maintains the employee and employment history. Agree which evidence belongs on a completed task, how a blocked task is escalated, and who checks pay and benefit records after a termination. Review roles before assigning sensitive work.

For a new support engineer, Admin opens a checklist with a start date and assigns account preparation, payroll setup and orientation tasks to named employees. Those employees report completion and evidence to Admin, who updates each task and reviews blocked work before the start date. HR Business Partner records the dated hire event. Months later, if the worker leaves, Admin opens an offboarding checklist while HR Business Partner records the termination event. Admin checks outstanding tasks before closing the checklist.

At the end of the case, ask the person receiving the work to inspect the record, its owner and its status. If a date or reference is wrong, correct that source record before using a summary or report. Keep the original decision visible so the next person can tell why the change occurred.

• My onboarding tasks — Admin can inspect assigned tasks and their current status.
• Onboarding schedule — A focused list for the next review or handoff.

• Employee transition: Rehearse the decision and the record passed to the next owner.
• Implementation: Prepare the first operating cycle.