Onboarding

An accepted offer leads to a person record and a checklist for the work surrounding a new hire. The checklist names the employee, start date, target completion date and its current state. Tasks under it carry a category, due date, assignee and status. They can cover IT, Facilities, Payroll, HR, the Manager, a buddy, training and self service. The category tells the team which handoff is involved; the assignee identifies the person expected to complete the task.

Use the checklist as the common record for progress. A task can be pending, in progress, blocked, completed or skipped. A completed task can retain evidence and a completion time. The checklist also carries completed and total task counts, so HR can see whether a new hire’s work is complete without opening every task first. An employment history entry records the hire itself with its effective date and the employee it concerns.

• Start the checklist. Link a new employee to one onboarding checklist with the start date and target completion date agreed for the hire.
• Assign each action. Give each task a due date and an employee assignee, and use its category to make the receiving team clear.
• Review completion. Check blocked and overdue work before treating the checklist as completed.

Decide which task categories apply to each type of hire. A remote employee may need different Facilities work from a worker starting at an office. Agree who creates and reviews the checklist, who may mark a task skipped, and what evidence is needed on tasks where completion matters to payroll or access. Keep the checklist’s employee and start date aligned with the accepted offer and employment history.

Assignees are employee references, so decide how tasks are assigned before the new hire has an active account. HR Business Partner should own the handoff and Admin should maintain any access configuration. Check that sensitive employee details are visible only to the people who need them, while Admin can share the assigned work with each employee.

For a candidate who accepted an offer, create the employee record and an onboarding checklist beginning on the agreed start date. Add a Payroll task to check the payroll calendar, an IT task for access, and a Manager task for the first working day. Assign each to an employee, give it a due date, and work one task through pending, in progress and completed. Mark another blocked to test the follow-up. When the checklist is complete, compare its task count with the actual completed tasks and check that the dated hire event is recorded.

• Onboarding task queue — Pending and blocked tasks with their assignees and due dates.
• Active employee register — The new worker’s current assignment after the hire is recorded.

See hire to pay for the accepted offer and first payroll handoff. Employee change also uses dated history and checklist work for later transitions.