Onboarding

An accepted offer has a start date, candidate, position and application. The onboarding checklist gives the new employee a container for the work that follows. It carries the employee, start date, target completion, type, status and progress totals. Its tasks hold a title, category, due date, assignee, status, completion time and evidence. Admin can see whether a hire is ready without reducing the handoff to a single yes-or-no flag.

Categories cover IT, Facilities, Payroll, HR, Compliance, Manager, Buddy, Training and Selfserve. Assign the actual employee responsible for each task. An account request belongs with the person who handles access; a payroll setup item belongs with payroll; a first-day plan belongs with the manager. The title should tell the assignee what completion means. Evidence gives the next owner a way to confirm the work, especially when the checklist is reviewed after the start date.

• Checklist. Admin starts a checklist for the employee and chooses onboarding, offboarding, transfer or rehire as its type.
• Task. Admin records an assignee’s update from pending through in progress to completed, or marks a real blocker for follow-up.
• Review. Admin compares the completed task count with the target date and asks the task owner to resolve overdue or blocked items.

Define a small template by worker type and location. A remote employee and an office employee may need different facilities work, but both need named owners and due dates. Agree which task categories carry evidence and which team checks it. Set a start date that matches the accepted offer and the employee hire date. The checklist should not be considered complete merely because a person account exists.

Use the same structure for transfers and rehiring while keeping their type distinct. A transfer may require access and manager tasks but should retain the original employee identifier. Offboarding can assign return and payroll tasks against the departing employee. These are task and history records; teams should decide what external account or equipment systems must receive a separate request.

Take a new hire with a Monday start. Use the accepted offer to create the employee record, then create the onboarding checklist, then assign payroll, manager and IT work to specific people. Admin checks each assignment with its due date and category. Mark one item blocked and review the checklist’s progress before the first day. Complete the task with evidence, then confirm the checklist status and employee hire date agree. If a task is entered twice, resolve the duplicate before reporting completion.

• Onboarding task queue — Pending, in-progress and blocked assignments for Admin to follow up.
• Active employee register — The employee who receives the completed handoff.

See requisition to employee for the offer-to-start sequence.